So, apparently, now PTO is allocated monthly. It’s almost like a guide on how to just make people feel worse. My friends companies rarely even have this. It’s so shameful how they keep saying things are enhanced or better when they just take more away. They are probably mad about people leaving and cashing in PTO but if they didn’t do sh-t moves then the exodus wouldn’t be so great. I’m getting harder and harder to figure out a way to stay. I wish I could before all this madness happened. I am starting to feel jealous of my friends who have left and found better companies. Honestly, as I write this, I don’t even know why I am surprised. I used to brag about this company. Yes we need to get our act together because we were and still are terrible at risk and compliance but taking away so much from our employees is not going to make people more productive or head us in the right direction. Have some decisions to make because the trends speak to themselves, and it does not appear to be getting any better.
14 replies (most recent on top)
Same happened to me. I thought I'd get paid out, but instead only got half after leaving mid-year.
In retrospect, I would have used every day before putting in my two-weeks notice. Do you think they would have deducted that from my final check had i used every day and quit before year's end?
@fek+1oOSqm22
no true. if you leave, you only cash out what you 'earned' up to the point of your separation. I left mid year and USAA only paid out out half of my annual PTO amount minus what has been previously used. not that I expected them to pay out the entire annual PTO allotment, that's mental; no company would.
@2buv+1oOSqm22
I don't think I am the one confused. PTO is a part of your benefit & pay package. You are not making less, but rather having your package distributed over defined pay periods. As mentioned in another post, PTO accrual is normal business practice to include the US Military. Companies may allow you to borrow against your PTO balance, but if you were to quit and you used more PTO than you had earned then that amount is deducted from your final pay. The exception would be if you had to work a full year before being given your PTO, which would be fully earned.
"This is a normal business practice and should only impact you if you leave the company."
This is actually an inaccurate perspective. All of the benefits we're offered by USAA are given a worth in HR's calculations. Our salaries are then adjusted by those results.
In other words, we're making less every month specifically because we're getting those PTO days. If I leave in March and thereby forfeit the remaining balance of the PTO hours I was due...I'm getting gypped because I made a lower salary in those three months...and never did get the PTO days that I deserved and "paid for" because of that lower salary.
This is a normal business practice and should only impact you if you leave the company. The only difference will be if USAA states you can only use the PTO that has been accrued.
Be a shark. Always be job hunting. Always. Even when you are happy where you are, because that is often when the best opportunities are out there too. (Companies aren't that special. When things are good where you are is usually because your whole industry is in an upsetting, so there are often some of the best opportunities to get packed at that time too.) I take a 6 month break from Jon hunting to settle into a new job, and then it's back to the search. Maybe just an hour a week cleaning up the resume and looking at postings. Do 1-5 applications a week. Not 100. But definitely not 0. That is the passive baseline everyone should be maintaining in this zero loyalty world we live in.
These clowns are smart enough to figure out that people will leave after bonus payout, if any, and burn all PTO before Year End.
You can still use it from day one. They are doing this because if it was front loaded then you could leave the company and get paid the vacation. This is just saving them in expenses. It only impacts us if we leave. They know we want to leave.
@uow+1oOSqm22 I came from other big companies and they front load the PTOs.
Not sure I understand the issue? Every organization I have ever worked at accrues vacation time ‘as you go.’ Including the US military!
In case you haven’t noticed, they’re hoping to pi-s people off so much that it drives attrition. In their minds, it’s very shrewd because although morale is hit, they’re saving money both on benefits and severance while ridding themselves of people they see as disloyal or free riders.
Time will tell if this strategy offsets the huge losses, but it’ll fail if so many processes break or customers leave that it defeats the purpose. I also think they’re hoping to replace Wayne when the cuts are done with someone they think will save morale. Since most people look at him instead of the Board, that might actually work. Not saying I approve though, that’s very heartless corp and not very USAA.
This is clearly a benefit enhancement. Layoffs will be cheaper to do at the beginning of the year now.
This was a stupid move on their part. Wonder where those union folks are. See if we can’t get that going.
I should be really appalled that this is happening, but it is telling that am not surprised.