"Discretionary Time Off Guidance" by SM confirms the 200 hour cap on "time off" aka combined sick and vacation time. Unfortunately, this cap is in direct violation of the unlimited vacation and sick time policies of L3H and the US federal employment laws regarding compensation for time off. Any attorneys reading this who are interested in a class action lawsuit against L3H for current and former employees?
Let's celebrate the lawsuit in the spirit of EWeek - Transform Your Future
@1kh PTO used to be accrued until BB decided to generate some more shareholder value by moving to an "unlimited discretionary" time off policy. He did not pay out employees who accrued 5+ weeks of PTO. He kept the savings from stealing from employees to fund his share buyback program. This also removed cash liability for the company in the event of any form of employee termination (resignation, etc).
L3H doesn't want to clarify the time off policy since they like to falsely advertise employee benefits. Just normal daily unethical and fraudulent behavior from L3H leadership. If you look at the bottom left of your pay statement it should say "Sick Leave Balance: unlimited". This is one of the benefits which convinced many of us to sign a L3H offer of employment. You might want to consider consulting with a labor attorney regarding your situation since L3H will not help you. This could lead to a class action lawsuit against L3H for current and former employees.
I'm sorry to hear about your health situation. I personally know multiple people who have similar life threatening medical situations/conditions and they have been denied WFH or flexible work schedules by HR and this was before the chaos SM has caused with his RTO policy.
I am praying for your quick and speedy recovery.
God bless!
PTO should be Paid Time Off; not divided between sick and vacation. If I want to use 200 hours on chemotherapy and its after effects, I shouldn't be forced to go on FMLA, especially when going on vacation is the last thing on my mind. The whole thing is so stupid. If they want unlimited PTO, it has to be unlimited otherwise go back to accruing and them having to pay out your vacation when they lay you off.
@1g1 SM was very transparent for L3H leadership standards with his guidance email. 160 hrs vacation (no 2nd level approval) + "generally" 40 hrs sick = 200 total time off per referenced policy.
Just curious, which functional area are you in? It seems SW has been getting harrassed the most with the new policies. Other functions are bad but not as bad as SW. Just want to see if SW is screaming the loudest or they are really being targeted the most especially with the AI push.
@eb SMS has a hard stop at 160 now. I approved several vacation requests for an employee who is a star performer and getting promoted this year, and my EM said he can’t approve the last one that took the total over 160 but was still under 200. This was literally the same day SM sent the vague email about the problem being over 200. Just rip off the bandaid and tell us the new policy and be done with it.
Can someone summarize the email? I'm in his old segment and very curious. Imagine whatever is happening jump segments soon enough.
@12k - it makes no sense to contact HR when you’re being mistreated by the company. HR is on the side of the company and NOT you, all they’re gonna do is gather all the information you tell them and try to risk mitigate so that you have no stance. You’re basically on your own with an outside Attorney.
@vc, “I pity the fool”, is the term. if you’re old enough to remember that saying.
You have to realize a lot of the young people now days are kind of naïve, it’s not their fault we all were at a young age. They haven’t seen the true way of the world. How companies are greedy and do illegal things plus get away with them, most of the time. The best things for a employee to do is; (1) find another job somewhere else, at a decent company (if that’s even possible), (2) a class action lawsuit, (3) or vote the union in. Whatever happened to the guy a few posts back who volunteered to go back to work and try to get the union voted in at the Palm Bay, FL location. Did anyone offer him a position and if not, that’s part of the problem people complain, but they don’t actually act on a solution, or do anything about solving the problem. The hiring managers just want to keep their head down and hope that this new normal of massive layoffs doesn’t effect them, well it will, and they will look back and wish they had done something.
I’d like the term “Lube the Kube” because he most certainly is not lubing the employees, before he and his minions are doing the things, that that their are doing to them.
“SM and L3H leadership/management must now be considered a national security threat!”,
Excellent point, I never thought about that. It’s like that horror movie where “The call is coming from inside the house”. The national security threat is in the upper management of L3H. I also think it might be a Chinese agent who’s voting down these good threads, because we’re exposing their heinous plan.
@12k - Outstanding post, thank you
I want to know who keeps voting down these really good post. It’s has to be HR or some A-Hole higher up management person, maybe the Kube himself.
What’s wrong? Does the truth hurt? I’m glad it’s finally leaking out.
@mn Not surprised they lied. CK is a walking ethics violation so anything he says or does is questionable. Most of upper management has multiple substantiated ethics violations against them and they just fire or RIF the employees who reported it with full HR backing and support. So much for the anti-retaliation policy.
I'm just shocked by SM's behavior. Any communication from SM is further demoralizing an already demoralized and overworked workforce. This isn't just business as usual. SM sent out the time off guidance email on the first morning of EWeek. The one time of the year engineering gets some appreciation and respect by L3H. If they want to have a RIF, they usually just go about it without all of this very unethical leadership/management behavior and personal harassment of employees. People tried to contact HR for an RTO exemption and found out HR had been victims of a RIF themselves!
We are possibly in a WW3 situation and most of the DOD/DOW and contractors are ramping up staff and production. L3H is getting ready for a major RIF during the same time! We are severely understaffed already and any further reductions will make it almost impossible to continue operations or business as usual.
I don't think I've ever seen or heard of someone acting this way unless they are trying to actively sabotage the company and our national security.
SM and L3H leadership/management must now be considered a national security threat!
Or the fools that believed a company would give you unlimited PTO. Most of the over 30 group laughed at the younger crowd believing they could have the old work - life balance dream 🤣🤣
@eb yeah I'm a E, get 205 hours, make 135k with ot in Florida. No headaches, life is good!
I was happy to have kept my grandfathered in accrued vacation at my previous job. They added the whole "unlimited vacation" a year or two before the RIF that laid me off. I was skeptical. When the RIF happened I had accrued a week so when they let me go mid-paycheck, vacation rounded it out so I wasn't short that month.
As noted: unlimited means no bucket, use it or lose it. It feels like the 21st Century version of the HMO. Yet another bait and switch by big business to water down your benefits.
@OP the real question is are you surprised you were lied to by L3Harris?
@eb You are absolutely correct. Their "Unlimited Overtime" policy is a complete joke. Ends up being less than an hourly employee earns.
@aa that is incorrect.
Corporate policy is 160hr for direct manager approval. Over 160hr is over level higher.
There's not really anything legal to stand on. With VAC time not being an accrued benefit they can change it however they want at any time. Looks like the new cap is 200, but several managers are capping their groups at 160. The saddest fact is that a level A hourly employee with 1 yr in earns 166 and can bank up to a little over 300, so the hourly folks actually have it significant better.
What a joke or be woken about UNLIMITED pto
So, we (an IDL group supporting the DL folks) talked about this - it’s a quiet scheme that makes everyone look better:
So you are a DL worker in a slow group (these exist everywhere). You don’t have any active work to bill DL, so what are your choices:
1) Put IDL on your timecard and get in trouble and put higher on potential layoff lists.
2) Put VACN on your timecard. You don’t hurt your team’s productivity and you get to stay at home.
Because the timecard system is only approved by your direct manager, who is also penalized when workers put too much IDL. They can see how much VACN you’ve taken but don’t care that you are over the hours because in the end managers are penalized less (not at all?) for workers on time off vs workers working IDL.
As long as the company punishes IDL more than VACN this problem will exist.
This was talked about on here a few months ago and as far as I saw, only a few sites were affected. Do you think this could have a wider impact company wide because of the email that was sent out today?
@a5 i thought this was just for vacation time? This is sick and vacation combined?! a week of sick time
Corporate policy states you can take a maximum of 180 hours, before it goes to your manager’s boss to approve. However, senior leadership inspects this list of 180+ hours taken very, very closely
For sick time, it’s only 40 hours annually…..happy disrupting!
I kinda wish they would go ahead and lay me off. I’m tired of being stressed out about this