Does Labor Day count for an in office day or do we have to come in the remaining four this week?
19 replies (most recent on top)
@n6 Each badge has an unique number mapped to employee ID. If you lose it, you could always get another one. In the interim, your login to your PC located in your workplace can also be used to track your attendance.
Its like they are we-ponizing incompetence. They are purposely making it so confusing so that people will slip up and will give Medtronic an excuse to fire them.
Do not lose your badge or you can NEVER catch up ....... bet its not sycn'd to the User or employee number.
@hh right. And they have the data of approved PTO, jury duty, etc.
Yet the dashboard just takes a wild swag at annual PTO/4 + 3 days ‘extenuating’ circumstances.
The fact they HAVE the data and choose not to implement it in the dashboard is absolute ineptitude. Which supports this was done by an external consultant who Medtronic overpaid…
@gz well if you use your PTO mostly in one quarter (like say summer) you will be in a tough position because you will still need to hit 80% but if your PTO was 3+ weeks then you really can’t mathematically comply even with 100% in office attendance.
@a8 Yet.
Will be interesting to see what happens with this dashboard. Seems half baked, and also suggests that they are ‘requiring’ PTO use to be equally distributed throughout the year, otherwise you won’t make the dashboard.
Seems like they have a tool that PTO is approved and tracked through…the fact that they didn’t integrate workday data into the dash board suggests the tool was developed by either an intern using gpt, or a multi-million dollar program through an external consultant.
But what do I know, I’ve never seen any botched software rollouts. These guys agile process make polished software a cornerstone of their capabilities.
@ew thank you, much appreciated
Ask your manager via email so you can have it in writing.
@ew I came here to say what you said:
Now the 80% is: 80% of a quarter’s worth of working days minus your prorated PTO (regardless of how much you take off) minus holidays- minus 3 days for extenuating circumstances. All in terms of hours. Then a ratio is derived. If you get .8 then you get 4 days/week.
@OP I came here to say what you said:
Now the 80% is: 80% of a quarter’s worth of working days minus your prorated PTO (regardless of how much you take off) minus holidays- minus 3 days for extenuating circumstances. All in terms of hours. Then a ratio is derived. If you get .8 then you get 4 days/week.
@c7
No that’s wrong. The target is 80% which gets converted into a days per week. they say 4 days per week because it gives people who are d-mb with math something to relate to.
Now the 80% is: 80% of a quarter’s worth of working days minus your prorated PTO (regardless of how much you take off) minus holidays- minus 3 days for extenuating circumstances. All in terms of hours. Then a ratio is derived. If you get .8 then you get 4 days/week.
I’ve been doing the math, this is not a four day onsite company, it’s closer to 4.75 when you factor in PTO and that’s not including snow/sick, which you are going to most likely end up having to use some PTO for in your want to take a real vacation. When you think about tracking of badge scans and IP addresses this is a worse schedule than prior to Covid. Nice plan to squeeze more life out of the ants…until it isn’t being your high performers are going to be first to leave. Another home-run for GM.
So come in everyday or score 3/5?@a8
I was told they count against you=you come in everyday this week or you score 3/5. Which means you better not plan on ever taking 2 weeks of PTO in a quarter because there’s not enough 5 day weeks to catch up@bd
@ad they just made it more confusing
My understanding is holidays don’t count either way. So you subtract them out of the quarter and that gets you the total days and you have to be in office for 80% of those. Sound right?
I’m glad they made this so clear
@a8 thanks for the help
Holidays do not count as in office days.