The new vacation policy affects those who moved from HPE to DXC. On August 31 we were informed that vacation policy is changed effective next day to the "Flexible" vacation policy. No further vacation accrual. All vacation is whenever management approves and limited to only 10 consecutive days, followed by 20 days working. Many of us have 3 to 5 weeks accrued vacation and were told that they will not pay us out even though in California, vacation days are treated as wages earned for that period. We must draw down our vacation days to zero before we can take advantage of the "flexible" plan. This puts us at a disadvantage to those who were fortunate enough to have already taken all their vacation days, because it is unlikely that management would grant us vacation days for what we earned plus vacation days under the flexible plan. We would like to urge everyone affected to write a letter to Executive VP of HR, Jo Mason, to demand they pay us the vacation days we have already earned. If they refuse, we request everyone to file a claim with the labor board. Have heard rumors that the company may pay if enough of us file claims. I cannot find any examples of lawsuits for this issue so I suspect that companies choose to settle to avoid the publicity. Has anyone out there had a similar experience or any advice on how to proceed? I suspect that there are millions of dollars at stake here and we might need to retain attorney to help. Any advice or support is appreciated,
17 replies (most recent on top)
I'm in the same boat as you are. If there's some kind of class action I can join, I'm definitely in! I think this new vacation policy is still somewhat untested legally, but I'm sure if it were brought to court, it wouldn't hold up. Especially in California.
Has anyone contacted the labor board?
Why pay out? You’re willing to work without vacation. That’s what they want
:-||||||||||||||
Being forced to use up my regular vacation before I can get on the flex policy. Why don't they pay us out? I might end up never taking a vacation now. What happens if we take Sick Days instead now and then so we can compensate ourselves for the vacation loss?
They removed vacation balances from the latest pay stub and the existing time reporting system is going away after this month. Hope you guys have a good paper trail tracking accrued vacation. I’m expecting a fight to get my right fully earned money in the event of a layoff.
Intend to file claim with labor board this week. If everyone does it, they will pay us. Let's try. If labor board gets hundreds of claims, harder for them to ignore
This is more than a raw deal. They just stole $8,500 from me in accrued vacation. CA has laws and wonder if we shop this to the DA office if they will wake up and obey the law.
I'm looking for another job, till then no days off for me. I'm not paying myself with MY accrued vacation to take a day off.
If you are in CA, please file a claim with the labor board. No idea of why Mike want to open the DXC doors to the state of CA labor board.
Since we terminated employment with HPE and were transferred to DXC, does it mean that HPE should have paid out the vacation accrual at March 31, 2017? Anyone know where to get the number of employees working in California and other states where vacation accrual has to be paid out upon termination of employment contract? My thinking is that even if only 3000 employees owed $5K each, it is $15M and maybe an employment attorney would be interested. There are already 2 employment class action lawsuits open, one for age discrimination and one for unpaid overtime worked. It could be worth a try.
Ex CSRr - People check your employees manual. Look for addendums. If I remember correctly, your vacation is pulled first from your accrual. If you leave with accrued time remaining, they will pay it out. That is why there are no lawsuits. It is lawful. Take it or lose it however will also go against your accrual.
I think you will find the policy is to eliminate additional accrual, and minimize what is still out there. It doesnt wipe it clean. There is a huge advantage for the company when reporting because accrued vacation is a debt.
You HPES lot don't get it do you? Mikey is the boss. He's an absolute ruler. Everything you see happen is directly his will. He delegates nothing.
The L2's and below just do exactly what they are told or they are simply fired.
Mason will do nothing, there is nothing she can do.
I can't find any evidence of any class action lawsuit against any company for this type of change in vacation policy. Was wondering if this was worth pursuing? there are millions of dollars at stake and I''m thinking that some law firm might be interested. Anyone have any experience with this type of lawsuit?
Jo? Mikes eye candy? Lol. She's the token female on the board to keep within quota limits.
Don't you just love the bully-boy tactics of this despicable company.
Is Milkey actually Gru in that cartoon?
Plan A is try to get vacation accrual payout so i can jump in on the flexible vacation plan
Plan B if A doesnt work, use up all my accrued right away. Jump in on the flexible plan. Like CSCr said
And definitely look for new job. But i want to stay thru january to get my 401k match. They will only pay match if you're on payroll at dec 31st. Supposedly they pay it in january. Of course they can take this away too. Greedy little pigs.
Don't waste your time writing to Mason. She and Mikie are close. Very close.
Don’t expend effort on it. When they layoff the remaining California employees soon your balance will be paid out.
Here's an idea: find another job outside DXC. Trying to get anything more out of this failing dinosaur isn't worth the time of day; your talents are better put to work somewhere else, where your presence is appreciated.
Heritage CSC'er here and we went thru this last year. Most of us in our group immediately drained the vacation time and then started taking advantage of the new, grand "unlimited vacation" policy. Never had any request rejected. This, of course, requires that you have a manager who gets it. So, I agree it is getting a raw deal and in the hands of a bad manager would be even worse.