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A significant chunk of the team is gone and seems like a common pattern is that they took a healthy amount of PTO in general. A colleague also barely took PTO but was recently forced by their manager to take leaves and maintain good balance and they did, and were laid off now. Almost all of them took a long time off summer.
Any similar pattern in your teams? Feeling worried and more hesitant to take PTO now after this. Was planning a visit to see family but thinking of cancelling it now.
Thinking about taking an external role. If so, will I get paid for unused PTO or should I use it all before I put in my notice?
I was an R&D Engineer I with Medtronic for a year, with 7 months of prior co-op experience on the same team. In May of 2026, the project I was on was significantly gashed, resulting in functional leaders having less project work to give out than engineering resources available. Sadly, I was quite an easy target for the project to drop and my manager to no longer need. I'm posting the severance package here because I relied heavily on this site as rumors were swirling before the layoff.
My severance package:
All said and done, I couldn't have asked for a much better package (except the unvested 401k contributions being taken back). However, it still su-ks to get laid off.
Be prepared for a meeting to be put on your calendar after working hours. It will be your manager and an HR rep. The HR rep will be thoroughly unhelpful in answering questions.
This is just a general question for retail workers, especially Sams Club workers. As a long time associate, I have never entertained the idea of leaving until the last few years. However being there for as long as I have, with established vacations, and PTO, and of course insurance, it feels as if my hands are tied and I should just su-k it up. I am not happy as to the way the direction of this company has gone, or the leadership within the walls of my store. I don't want to sound like a je-k, but I feel as if I so much better then where I am currently stuck at. That I am wasting possible untapped potential. I know that many of you probably know the feeling or may be struggling with the same internal fight. To take a leap into the unknown feels a bit scary, since I am unsure of what to go into next? But I also know that I am suffocating where I am at. And don't want my life to pass me by, knowing I could have been more. Has anyone here successfully navigated away from Sams Club? To put into context, I am a 22 year associate.
I didn’t get laid off this last round. I’m in VCG but not in retail. I was really hoping for a package. Has any one ever attempted to contact HR to see if that was an option? I would rather get some severance instead of just leaving with only a PTO payout.
Manager told us no 1/2 day pto (looks bad) and if we cancel a PTO day (even if we haven’t taken it yet) we need to let them know why. Oh yeah PTO days, wants to know what we are doing and why we are taking it. Do I call HR or this allowed?
Are people taking time off this summer? Or will they take that against us for the next go-round?
I am curious to know how many store managers who don’t work a full schedule. Ours does not work a weekend, any big sale days, or any holidays. They take more PTO than they’re supposed to.How are they getting away with this? Where is the store manager schedule posted so the DVP can see what they are supposed to be working?
Does Centene payout sick time and PTO when you resign, Or just the PTO? I don’t think I’m going to wait on the VSP or see if I’m impacted by the layouts.
Taking all PTO together this year but it’s not enough for my needs. I need an extra week or two - manager says they can permit remote work if it’s a short duration but with RTO 5x from Sep 1, I’m worried 😟 This is for North America.
Will HR & Global Mobility need to get involved? Any recent success stories of folks who have navigated this?
since Leadership has seemed to have completely f*ck this up, what are some benefits you think would incentivize you to stay?
for me, it's the PTO policy. 18 days use it or lose it is ridiculous. and not getting another week until 8 YEARS of service?
how about 23 days to start, with flexibility to carry some time over. change the years of service requirement to earn an extra week.
and... as for the Directors and above not having a PTO bank? reel that in, 'cause my Director takes off a minimum of 8 WEEKS EVERY YEAR. clear abuse of the policy.
To my Cengage colleagues stilled mired in the muck of this soulless entity, I just got a new gig and gonna take a little PTO before quitting.
Happy Independence Day!!!!
I have my baby next week, I want to take maternity leave.. I’m not sure how if I should use my PTO days or take the full maternity leave. I don’t want be stressed or out of the loop regarding VSP ( I did apply) .. will me taking leave now effect that? Could I be fired or laid off while on it. My 8 weeks will have me coming back around the first of September.!
These senior leaders do not realize or care that they are messing with people mental health. My anxiety is past my threshold. I can not focus and to top it off can’t enjoy my PTO from all this stress!
According to My HR, vacation amount doesn’t change for grades 14+ unless you have 25+ years of service.
Can anyone confirm whether that’s true, or do certain higher grade levels receive more vacation time?
Can any managers chime in on handing in resignation with prescheduled PTO? Do they just say you're done and don't bother coming back after your vacation?
Just a note for those confused by the info provided in the Displacement Packet regarding the timing...
PTO and Final Paycheck for me were just deposited in my bank account on the last day of my 60-day non-working period. Thought it would be next week, but no. Submitting my Lump Sum request tomorrow (1st day of my "free agency"). I'll let you know how long that takes to process.
Worked in Tech...Cybersecurity.
Just wondering is unused accrued PTO paid when you resign from NCR VOYIX?
I am hearing that the severance does not pay out unused PTO. If true and if others can confirm, then use PTO as you accrue them.
I hate that phrase. I am so tired of it. Anymore leaning in and I’ll fall over. Fall over I guess really means burned out.
Ever notice how meetings begin with gratitude and then ask us to do more? Like it’s up to each one of us to fix the culture that rotted from the head prior to Hemsley’s return. There comes a point where the boat can’t right itself and I’m not talking about financially— they’ll fix that. It’s the purpose, drive and passion for your profession they can’t restore because they broke it and don’t even know it— or at least refuse to take ownership of that fact. Still, we lean in, we are met with gratitude, take more surveys and in the end it’s just the same sad thing over and over. Take your PTO, turn off your phone, hug you wife, husband, kid or neighbor. That’s my advice
The company will conduct reductions in force (RIFs) each month. There is a targeted headcount reduction that must be achieved based on forecasts designed to demonstrate that operating expenses are being managed and financial controls are in place.
For this round, approximately 90% of impacted employees will be notified by Thursday of this week, with a small number of notifications extending into next week due to colleagues being out on PTO.
Going forward, colleagues should expect RIFs around the same time each month. However, this month’s reduction is expected to be larger than usual, with a higher number of colleagues being affected.
Bumping this from @b6+1kvr3808t for info.
Can someone tell me why it takes the managers anywhere from three weeks to three months to approve pto?
I just received my PTO payment from Citi. However, I did not receive the severance. When is severance supposed to be paid at the same time as PTO or separate?
What does everyone recommend we do if our boss puts a meeting invite on 6/17? Does that mean we are toast? Has anyone considered taking PTO or blocking off their calendar day on 6/17 with more important meetings? I am just going to say that our application has an urgent security concern that needs to be addressed or it risks being shutdown. It is a joke how this is being handled at our company.
I've got a week of WFH coming up (taking 3 half-day PTOs). To try to manage my burnout levels, I am thinking of getting a short-term rental somewhere nice and working from it for the week, rather than from my normal home office. I'm not sure if this is going to trigger any kind of monitoring that might cause a problem for me. Is there any known monitoring around what location you are connecting from?
Prior to the pandemic, when I had a full time telecommute agreement, I did this once or twice a year. My wife and I would rent a beach house or a place up in the mountains and hole up for the week. Still working but changing the scenery for awhile. It did wonders for my mental health. Never cleared it with a manager, just did it and never heard squat about it being a problem. But I haven't done anything like this since 2022, and given the way leadership has been flailing around about RTO and putting various heavy-handed monitoring in place, I'm not sure if it will still fly these days.
Any advice appreciated.
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Do your best that you can or want to
Take your breaks
Take your pto
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A question for those who were laid off during the last wave, and had unspent PTO (from when they told use it up before FTO was introduced): did NetApp pay it out as part of the severance?
I was laid off in Mid Feb and they gave me a terrible package but then paid me a decent bonus later as well as my PTO, which I know some didn’t get. My colleague was laid off in October, no PTO or bonus. Another in November and they got a bonus and PTO but right before layoff and very few weeks, when mine was paid post layoff.
Borrowed from comments:US department of labor says:
Companies can legally offer different layoff packages including severance pay and continued benefits to employees in the same job grade. Since severance is generally discretionary rather than federally mandated in the U.S., packages vary based on specific variables. We don’t know if the OP was laid off while on FMLA or LTD. Packages may differ.
So no need to argue about the packages, they can vary! Healthy discourse welcome. Let’s avoid bullying and insults, we all want better work environments, treatment and so forth, for employees.
Time to relax, take your PTO, call in sick, miss deadlines, train improperly, waste time, create meaningless meetings, have fun with your team while you still can. Mutual didn’t care for us, why should we care?
Came out today:
10 months pay
25k bonus
pro-rated 2026 bonus
PTO payout
Must have 30 years, JobGrade 12 and under
Decision date July 16, effective date August 1
You asked, we listened! Our vteam family let us know they wanted to reduce vacation accrual max from 150% to 125%. This gives our superstars more time to set the foundation to play to win. It also helps reduce severance for future rifs which delights our shareholders. I am humbled, honored and energized for all we have accomplished as we continue to build the future at scale - together!
They have been pushing team members in the most recent all hands meetings to take their PTO and time off. I have never heard such a push for this from leaders. I have been with the company over 7 years now, and there’s never been mention of taking your PTO like this.
So, take your PTO NOW before you lose it to this transition.
Bumping this for important info, the OP is @a2+1ksqvmzt4.
I love how they talk about flexible schedules and quality of life at Macys. Quality of life should not include having to work EVERY FREAKING WEEKEND. Unless you use all your vacation days or promise your first born to an associate to switch with you, which is rare, you WILL WORK EVERY WEEKEND. Captains in my store get a weekend a month off. Why can't the automatic system do the same for Selling associates. Its ridiculous. I don't expect to have every weekend off but one weekend off a month would be nice. Cmon MACYS we have no air conditioning so at least give us this!!!!
Just a quick question, I've been with NG for 7 months now. I've been in the corporate world for 20+ years and I didn't quite understand how backwards their PTO policy is. I was given 40 hours upon my onboarding in October. At the beginning of the year, I was not given any additional hours. I accrue PTO at 3.04 hours every two weeks. This policy doesn't seem competitive with any company I've ever been associated with. Even retail places like Walmart or Di-k's has a better policy.
So I was the one who posted a little over a week ago and said there were no layoffs slated for the 28th and I received something like a 97 arrows down. Now here we are – I said that I was leadership and I said they were not going to be layoffs today. Now stop listening to people who are just trying to scare you on this website! Live your life – take your PTO – and stop hanging on everything that people are lying about on here. All you’re doing is freaking yourselves out for no reason! I’ve said it before and I will say it again. There are no slated mass layoffs at either Optum or UHC through the rest of the year. Not that a few jobs here and there won’t be eliminated, but there’s nothing down the pipeline. So get off of here and enjoy your summer.
Thursday is looking like a great day to call in sick and take PTO. Does it stop you from getting notified? No. Does it create more work for your manager? Yes.
Put your manager to work if they’re going to lay you off this week.
I’m thinking about leaving Verizon voluntarily on my own terms. Does PTO get paid out? Not personal time or sick days just the PTO hours?
Is it paid out or not?
PTO payoffs on resignation or layoff - how does it work? Frustratedly software engineer here