What do you think about the new PTO policy. 80 hours of protected PTO for sick time, the remainder for personal time off. The total PTO remains the same. Effectively reducing personal time off to as little as zero or 40 hours (5 days) for newer hires.
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They are trying to cut your PTO. You are hired as a you will receive 4 weeks and they cut to two week.
@1jk it's just not much notice to employees in states who were previously allowed a bank of the full amount of PTO at 1.5x annual accrual. I have colleagues who might have to take 2 weeks off before the end of the year to make sure can accrue the 40 hours in their now smaller RPTO bank.
@bd nothing is changing with the rollover. You can still carry unused RPTO to the next year and must be used by end of April or will be forfeited. Unused PPTO hours carryover to the next year and are not forfeited.
@fr exactly what is confusing? You have a protected bucket you can use for protected reasons or as regular PTO. Unless you are in a state that allows 1.5x accrual there is no change for you other than not being able to cash out the protected bucket if you leave. Just use your PPTO bucket first every year.
@114 don’t hoard your time off and you’ll get the accrual
Wow, a couple good nuggets here and a whole bunch of inaccurate information. Read the FAQ, it's all spelled out. And while it isn't a huge change, it is not a change that favors employees.
For employees in states like CA, CO, etc the new policy could hurt a lot - did you see the rolled over time from 2025 will fill the RPTO bucket first? Depending on how much PTO you have now it could keep you from accruing the normal 40 hours at the start of the new year.
Overall we’ll be able to carryover less because the PPTO bucket only holds one year of accrual, not 1.5 years. But that’s less of a big deal to me than losing out on the accrual.
@c4 no. These changes are to be compliant with the MN laws for requiring employers to provide safe and sick time.
https://www.dli.mn.gov/sick-leave
As typical of Medtronic rollouts, it’s not been clearly communicated, confusing, and appears to be implemented by a recent grad with limited workplace experience. Which means, I’m 99% sure Medtronic has overpaid a consultant for this…
@bd, probably, but I'm also wondering why medtronic wouldn't just convert to unlimited pto if they didn't want to pay out for terminations?
@bs Depends on which state you live in, many states laws say all PTO, regardless of sick or regular must be paid out.
Let’s have a PPTO sick out!
Mental health days to the rescue.
Project Octane. You can personally thank Thierry if he’s ever in the office.
Does this imply MDT is planning mass layoff next year ? T
Key considerations: Should you intend to resign or anticipate a RIF, prioritize exhausting your protected PTO, as these days are not eligible for payout upon separation—effectively mitigating MDT's financial exposure.
In practice, your standard PTO remains intact if utilized for extended breaks (e.g., one week in summer and another at Christmas). Absent termination, no distinction applies to now.
You will not be able to roll over unprotected pto and protected pto will not be paid out upon termination of employment except where required by law. The goal is to pay out as little pto as possible when they roll through with layoffs in Q4. Change my mind.
Oh please you winney old farts, 2 week protected PTO out of your 7+ weeks total PTO, Give us a break .
@am Depends on the state, some states require the protected time to be paid our or 10 times the amount if they don't
That's the drawback, but you can now roll over accrued protected time to the next year.
The devil’s in the details - read the FAQ (linked in the email). Protected time can never be over 80 hours so you’ll stop accruing until the balance goes down. If you leave the company your protected hours DON’T get paid out, you only get regular PTO (except where required by state law).
2 weeks or 10 days of sick time, bigger question can you roll it over? People bi--h about snow days, well just call in sick is MDT new solution. IDK
https://www.paycor.com/resource-center/articles/pto-payout-laws-by-state/
Can use protected time for nonprotected cases - it seems like n0 impact to me