If anyone hasn’t noticed yet, leave allotments in workday now have a “approved bank” amount where it looks like it’s being propped for an accrued PTO type of situation. Rumor is that other benefit changes, such as our unlimited PTO and overall flexibility is going to change for the worse.
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Can’t yall see this is why they came out with “unlimited PTO”. They argue that it’s this great benefit when it’s obvious a lot of folks are scared to use it. Ohh you’re going to end up on a list. It’s like every other “benefit” they come out with in the end it saves them money.
@pr You are prob going to be placed on a PIP or get a pink slip as you have too many non work, non productive days. Just watch your back. Just saying
@xc I would be curious what the average number of PTO days associates actually currently take. For example, for those who have been here for 5 yrs, 10 yrs, 20 yrs, etc., and also the avg number of days which are carried over. If there is anyone from HR on here, can you let us know what the data shows ?
@wz I almost agree with you.
But if we kept the old policy most longer tenured folks would have 35-45 days not counting up to 10 carry over days. The minimum that should go after associates should be 35-40 days.
I had 28 days after my 5th year some 15 years ago. I accrued 35 before they got rid of the policy… someone like that feels entitled to 35 days plus any unused the the year prior up to 10 meaning anything over 45 days is considered abuse of the policy.
That all being said sick days are part of PTO and some folks need 5-10 days for covid or the flu to make sure we’re not contagious or being sickness to the office. Working from home when sick ki-ls your 3 day office average.
The system is built to get associates “in trouble” regardless of being considerate to coworkers health or using pto/wfh days responsibly.
Long story short they are trying everything to get people to leave via resigning or performance related so they don’t have to pay severance or layoff.
The max number of PTO and Sick days I personally would feel comfortable taking would be 28. That is essentially 7 weeks if you do a lot of 4 days with National Holidays. If you take more than that, people will start noticing.
@pr heck, even "T" takes 150 days of vacation per year with all the outside corporate boards she sits on, gambling with the NY Liberty, and all the outside private speaking engagements and all the "work" time spending on Linkedin. 150 days PTO and $18M per. Meanwhile, the mother ship is slowing sinking.
@pr You are probably on a sch*t list or a watch list right about now and you may not even be aware or know it.
@pr wow, good for you. The folks here are not putting out lies but it definitely depends on the business area and the manager. A coworker got warned at 30 days and I got warned at 35 days. Both of our managers are nice and showed their appreciation of the work we do, but needed information before their managers asked them. Especially during year end for appraisals and things.
But within some parts of the company especially client facing or in client services and technology areas is often more scrutinized for PTO and overtime .
Last year I took 42 PTO days and the year before 38. Didn’t hear a peep from anyone. More absolute nonsense from you people that make things up and fear monger on this page.
Without the benefits, they wouldn’t be competitive to keep the skilled nor entice them in.
@kh what you said there is the reason I declined relo.
“ or 1 year later when they lay off all of the Denver people who move to TX”
Happened to NY’ers when both Denver and Charlotte office opened too. History tends to repeat itself.
They only changed to “unlimited” PTO so they could get that liability off the books before layoffs - so they wouldn’t have to pay it out. I wouldn’t be surprised if they switch back coincidentally just after they finish closing up shop in Denver or 1 year later when they lay off all of the Denver people who move to TX - since they’ll be priced too high for the market.
@et I would agree but they scrutinize non exempt folks like crazy. For an hour or more of OT. So point is. Don’t go above and beyond. Work 40 hours - no more and maybe even less.
60 hours salaried … that is just. it is ridiculous. I was there too about 10 or so years ago but eventually said no never again. Especially not for this company.
You’d be better off doing 40 maximum hours and get a second job somewhere else for the 20 other hours.
I am salaried/exempt from OT. I also work some weekends. I put in 15-25 hours in the office over 3 days. Work from home for an hour or two when I get home (sometimes) and if I need to work that weekend I work less in office or don’t log back on when I get home.
40 hours should be the max for salaried folks. Especially when most haven’t had raises in 4 + years now.
Salaried employees should be paid overtime. If we work over 40 hours a week and are exempt, TIAA should step up and do something unique. Cut PTO but pay OT for salaried employees. I work 60 hours a week and many times on Weekends and the wage theft is scandalous and amazing especially since the CEO is paid $18M per year. We need real DEI in compensation and benefit packages once and for all.
@cx I’d regularly take 35-40 days of PTO a year and no one would bat an eye, especially not my manager. When I was hired on HR tried to tell me the “unofficial” limit was 28-30 days a year.
The whole unlimited PTO is a corporate sham. They know we won’t take more - or as much - than when we had an allotment of days AND when someone leaves they don’t need to pay out the days….
Can confirm people are flagged after 35 days of PTO recorded. Seems counterintuitive to their “unlimited” policy.
@bd meant to add. Imagine someone having 40 days based on the old policy and 10 carryover being let go in Denver next March before using any PTO.
An extra 10 weeks of severance!?! Yeah not gonna happen!!!
If it does doing 20 PTO days across the board would be ideal but would pi-s off every associate that’s been here before the policy was changed in 2018 or whenever when they would have accrued more days based on loyalty/ tenure with the firm.
Yeah. I doubt they will revert back to the old accrued PTO policy especially for salaried associates.
They will probably require managers to actually approve PTO and may require associates to explain when they are over their “unlimited” amount of something small like 30-35 days. Which was the norm for most associates before the RTO either with or without carryover days. Some grandfathered folk had 40+ days before carryover.
I doubt they get rid of unlimited PTO. The purpose of the benefit is to remove the vacation expense off the books. By removing the benefit, they increase operating expenses which completely contradicts what they’re working towards. Also, that means if you leave the company, then you get your vacation paid out, which is not how the company wants to spend their cash. Kinda seems counter intuitive to what they’re hoping to accomplish
All they have to do is “tweak” the benefits to cause some people to leave and it saves them the cost of severance and they save on the benefits cost as well
@OP Thanks Larry. With rising healthcare premiums, and to pay for the move to Frisco, and to pay for big "T"s salary, more benefits have to be cut. It is the low hanging fruit and the runt of the litter. Time to go to work for Empower, Blackrock, or Fidelity