#pto

Can we carpool?
Can anyone share the severance plan?
Can I buy PTO out of the benefits enrollment period?
What will my bonus be?
What is up with RTO?
Does anyone have dirt to share with the news?
😏

Can we buy PTOs middle of the year?

Anyone else's PTO paused during all the winter holiday months? 90 days?

I’ve been hearing rumors that they will be getting rid of unlimited PTO and going back to the traditional PTO system we had in the past. Is there any truth to this?

Like you never left.

All PTO
If 401k immediately vested employer contributions you get that back too.

☕ Coffee? Check.
📅 Calendar? Check.
😰 Existential dread? Check.
👔 Manager + HR meeting? Oh… sh-t.

Good luck to everyone tomorrow as we gather for that very special corporate tradition known as “Career Roulette Thursday.”

Remember, no matter what happens, your company has a carefully prepared plan for your future…

…it just may not include you. 😂

And somewhere in India or the Philippines, someone is already polishing their résumé.

May the odds, the severance, and your remaining PTO be ever in your favor. 🍀

I am 100% virtual employee. Can I work from International location? I have asked my manager and he said no. I would like to visit Australia and work from there for a month instead of using my pto. Has anyone tried to take the laptop outside rhe country like on a cruise or anything like that?

I was let go in April due to a RIF A colleague of mine was let go in March. Same organization and same state we are out of (Georgia). Re both non-management exempt employees…were anyways. How about I found out his manager got his PTO paid out! Whereas I didn’t get any PTO because I didn’t know it was an option for my manager to possibly work it out with HR to have it paid out (or added to the severance). I am livid as I would have fought for this if I’d known it was an option!! Just be aware if you are in one of the states that doesn’t have to pay out PTO…fight for it anyways! I have reached out to HR complaining about this But of course I’m sure absolutely nothing will come of it Smdh!!!

For decades, Edward Jones’ home office compensation and benefits have been well below average. 20% below-market salaries and bonuses; terrible health benefits; stingy PTO; a pathetic $500 401(k) match. Although there’s a heavily-trod path of young people passing through for a couple years just to get licensed before departing to greener pastures, the firm’s always managed to keep enough people aboard with stability, work/life balance, and other pleasantries. Now that the niceties have been dispensed with, and there’s creepy, grubby tinkering with partnership stakes, what’s left to attract and retain talent? Food days, balloons, accolades scrawled on construction paper with gold star stickers, and the other dog and pony show fluff don’t cut it. FAs and their clients, not to mention the rest of the world at large, are trading in money, not fairy dust. Management shouldn’t be surprised when existing and prospective home office talent turns out to be the same way.

It's difficult to tell when the next large surplus event will happen, We've heard rumblings that something will happen around the next 30-60 days. Keep in mind that there seems to be defined strategy as to who is being selected for surplus during the June-July lay-offs I was taken 100% by surprise when it happened to my team, 4 people were let go and 2 of those held top 10 rankings for YTD sales performance across the entire organization -the common denominator was that 3 of the 4 were the oldest and most tenured members of the team. The best thing you can do is max out your 401K as much as possible, and figure out a way to balance your PTO -as you'll be paid for any earned unused PTO, keep up to date on your health, medical, dental, and vision, and manage all the reimbursement and award account credits money you can in order to squeeze every dollar from T that you can. Also network internally and externally to help position yourself if you are surplussed, most of the people that I know who've been laid-off and found work quickly did so through networking, contacts and referrals rather than head-hunters, or resume blasts. The surplus model is to serve you notice with 12-14 or so days left in the month with a surplussed employee's last day on payroll being the first of that next month where you'll keep all of your insurances until the end of that month, then go on COBRA or Medicare if you have no other options. Any severance less about 30% in Fed, SS, Medicare taxes will be paid out around the closest pay-cycle date 45 days from when you sign your letter.

Bumped from @a9+1kzycbrxv.

Can anyone confirm if carryover vacation is paid out when you quit?

Is it paid out with severance or separately? Actually, is it paid out al all?

I’ve been VTOing and requesting PTO in my IEX for the last 2 past weeks. Centene has really stressed me out. I don’t feel like clocking in or participate in my weekly team meetings. Supervisors and team lead states there’s nothing to worry about and to not stress. I call bullsh-t. They been on my di-k cause my stats/metric have changed recently, my AHT is higher than usual and I’m overly annoyed their slick a-s comments about my performance. Is anyone else experiencing major micromanaging issues? Enough is enough, at this point I’ve applied for FMLA because I can’t take handle the energy and fake empathy from my supervisor.

Hello. Does anyone know if you leave the company you still would be entitled to your AIP in March? I am hearing different information regarding this. Also the company does pay us out for PTO and my manager is an absolute tyrant when it comes to asking for time off. Will have have to forefeit all my PTO if I decide to leave!?

I can't find anything in the employee handbook about PTO payout rules...... which makes me think Centene's gonna let it defer to state payout rules. If they can weasel out of paying employees their dues they prob will.

I can only assume:

• PTO won't be paid out
• Sick won't be paid out
• Personal vesting schedule at the time of one's termination holds true (I worked at a company 8 years ago that fully vested anyone they laid off.....man, those were the days!)

If I'm on the chopping block then I don't wanna leave anything on the table. So what do you think, do I feel a cold coming on? Did my in-laws surprise me and the wife with cruise tickets? lmao

USE ALL OF YOUR PTO AND SICK TIME WHILE YOU CAN!

Unfortunately, I live in a "use it or lose it" state. I have 120 hours of sick time and 66 hours of PTO that I need to use within the next two weeks. To make matters worse, my PL said we're not allowed to request time off during the first and last weeks of August and the beginning of September because those weeks are blocked by the company. This literally only leaves the week of 8/10 & 8/17 to use it and with sick time, i would need a drs note for anything more than 3 days smh...

It really su-ks. That's a lot of earned time—and a lot of money—I may end up leaving on the table.

Wondering if they'll pay PTO if we live in States where it's mandated? Anyone has thoughts, experience, or comments on this?

Do they revoke access to everything immediately? Since it happens (usually) on Monday mornings do you have to work the rest of the week or do you get to use PTO?

I was just told that to receive the vsp, you MUST be working the full two weeks before your separation date. So if you have any pre-approved pto in the system already, they will expect you to change those dates….or appeal (somehow).

A significant chunk of the team is gone and seems like a common pattern is that they took a healthy amount of PTO in general. A colleague also barely took PTO but was recently forced by their manager to take leaves and maintain good balance and they did, and were laid off now. Almost all of them took a long time off summer.

Any similar pattern in your teams? Feeling worried and more hesitant to take PTO now after this. Was planning a visit to see family but thinking of cancelling it now.

Thinking about taking an external role. If so, will I get paid for unused PTO or should I use it all before I put in my notice?

I was an R&D Engineer I with Medtronic for a year, with 7 months of prior co-op experience on the same team. In May of 2026, the project I was on was significantly gashed, resulting in functional leaders having less project work to give out than engineering resources available. Sadly, I was quite an easy target for the project to drop and my manager to no longer need. I'm posting the severance package here because I relied heavily on this site as rumors were swirling before the layoff.

My severance package:

• 2 months of "garden leave" where I still received full pay and was "technically" still an employee
• 4 weeks of true severance pay, given in a lump sum payment once I signed the separation agreement (no non-compete was given)
• Unprotected PTO payout (keep in mind that the protected PTO does NOT get paid out, so if you think you'll be laid off, be sure to use all of your protected PTO)
• MIP was still given (yearly bonus and additional 401k contributions)
• Unvested company contributions to my 401k will be rescinded, so after the MIP payout they will be taking $7k back from my 401k.
• They offered job placement help both within Medtronic and externally

All said and done, I couldn't have asked for a much better package (except the unvested 401k contributions being taken back). However, it still su-ks to get laid off.

Be prepared for a meeting to be put on your calendar after working hours. It will be your manager and an HR rep. The HR rep will be thoroughly unhelpful in answering questions.

This is just a general question for retail workers, especially Sams Club workers. As a long time associate, I have never entertained the idea of leaving until the last few years. However being there for as long as I have, with established vacations, and PTO, and of course insurance, it feels as if my hands are tied and I should just su-k it up. I am not happy as to the way the direction of this company has gone, or the leadership within the walls of my store. I don't want to sound like a je-k, but I feel as if I so much better then where I am currently stuck at. That I am wasting possible untapped potential. I know that many of you probably know the feeling or may be struggling with the same internal fight. To take a leap into the unknown feels a bit scary, since I am unsure of what to go into next? But I also know that I am suffocating where I am at. And don't want my life to pass me by, knowing I could have been more. Has anyone here successfully navigated away from Sams Club? To put into context, I am a 22 year associate.

I didn’t get laid off this last round. I’m in VCG but not in retail. I was really hoping for a package. Has any one ever attempted to contact HR to see if that was an option? I would rather get some severance instead of just leaving with only a PTO payout.

Manager told us no 1/2 day pto (looks bad) and if we cancel a PTO day (even if we haven’t taken it yet) we need to let them know why. Oh yeah PTO days, wants to know what we are doing and why we are taking it. Do I call HR or this allowed?

Are people taking time off this summer? Or will they take that against us for the next go-round?

I am curious to know how many store managers who don’t work a full schedule. Ours does not work a weekend, any big sale days, or any holidays. They take more PTO than they’re supposed to.How are they getting away with this? Where is the store manager schedule posted so the DVP can see what they are supposed to be working?

Does Centene payout sick time and PTO when you resign, Or just the PTO? I don’t think I’m going to wait on the VSP or see if I’m impacted by the layouts.

Taking all PTO together this year but it’s not enough for my needs. I need an extra week or two - manager says they can permit remote work if it’s a short duration but with RTO 5x from Sep 1, I’m worried 😟 This is for North America.

Will HR & Global Mobility need to get involved? Any recent success stories of folks who have navigated this?

since Leadership has seemed to have completely f*ck this up, what are some benefits you think would incentivize you to stay?

for me, it's the PTO policy. 18 days use it or lose it is ridiculous. and not getting another week until 8 YEARS of service?

how about 23 days to start, with flexibility to carry some time over. change the years of service requirement to earn an extra week.

and... as for the Directors and above not having a PTO bank? reel that in, 'cause my Director takes off a minimum of 8 WEEKS EVERY YEAR. clear abuse of the policy.

To my Cengage colleagues stilled mired in the muck of this soulless entity, I just got a new gig and gonna take a little PTO before quitting.

Happy Independence Day!!!!

I have my baby next week, I want to take maternity leave.. I’m not sure how if I should use my PTO days or take the full maternity leave. I don’t want be stressed or out of the loop regarding VSP ( I did apply) .. will me taking leave now effect that? Could I be fired or laid off while on it. My 8 weeks will have me coming back around the first of September.!

These senior leaders do not realize or care that they are messing with people mental health. My anxiety is past my threshold. I can not focus and to top it off can’t enjoy my PTO from all this stress!

According to My HR, vacation amount doesn’t change for grades 14+ unless you have 25+ years of service.

Can anyone confirm whether that’s true, or do certain higher grade levels receive more vacation time?

Can any managers chime in on handing in resignation with prescheduled PTO? Do they just say you're done and don't bother coming back after your vacation?

Just a note for those confused by the info provided in the Displacement Packet regarding the timing...

PTO and Final Paycheck for me were just deposited in my bank account on the last day of my 60-day non-working period. Thought it would be next week, but no. Submitting my Lump Sum request tomorrow (1st day of my "free agency"). I'll let you know how long that takes to process.

Worked in Tech...Cybersecurity.

Just wondering is unused accrued PTO paid when you resign from NCR VOYIX?

I am hearing that the severance does not pay out unused PTO. If true and if others can confirm, then use PTO as you accrue them.

I hate that phrase. I am so tired of it. Anymore leaning in and I’ll fall over. Fall over I guess really means burned out.
Ever notice how meetings begin with gratitude and then ask us to do more? Like it’s up to each one of us to fix the culture that rotted from the head prior to Hemsley’s return. There comes a point where the boat can’t right itself and I’m not talking about financially— they’ll fix that. It’s the purpose, drive and passion for your profession they can’t restore because they broke it and don’t even know it— or at least refuse to take ownership of that fact. Still, we lean in, we are met with gratitude, take more surveys and in the end it’s just the same sad thing over and over. Take your PTO, turn off your phone, hug you wife, husband, kid or neighbor. That’s my advice