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Check your paystubs or Kronos, or whatever you guys are using. You probably already lost some of the PTO. Normally they should tell you, but many places dont. It's your loss, not theirs.
Part of the answer is what does your employer normally due. I would think they want notice that you are leaving and they have the policy so you don't say I quite tomorrow and want my PTO.
If you have a good employer can you talk to your boss and work out a plan that meets both of your needs?
My assumption is you do not feel you can. But at some time in the future you may need a reference from this employer to get your next job. So be careful not to burn any bridges. Give the employer time to fill your position.
I think I can speak with them. I was actually had a rather unsubtle plan to ask them, and decide what to do based on their answer. In fact The more I think about it I'm hoping the policy changed. I just have the old handbook from when I was hired. I think earlier this year they loosened up on how much PTO could roll over. So it's possible they decided to pay out the employees that decides to leave. The handbook I have is a few years old. I'm hoping when I ask they just say yea we'll pay you out. but I'm not going to bring up the subject until I have a offer.
I understand how it sounds, but what do employers expect when they come up with policies like this. I'm already losing 60% of my 401k match because the vesting plan is 5 centuries long. smh
A lot of companies have straight use it or lose it policies for vacation, sounds like yours at least allowed the rollover of some of it so there was a benefit there.
Not paying out at termination isn't unusual.
5 year vesting for 401(k) contributions is also pretty common. These are elements of compensation that are supposed to have retention value.
What are your prospective employer's policies on these items?
A lot of companies have straight use it or lose it policies for vacation, sounds like yours at least allowed the rollover of some of it so there was a benefit there.
Not paying out at termination isn't unusual.
5 year vesting for 401(k) contributions is also pretty common. These are elements of compensation that are supposed to have retention value.
What are your prospective employer's policies on these items?
I get your point, but you want to be competitive with compensation. The prospective employer offers double my current 401k match percent with immediate vesting of employer matched contributions....not to mention my income is going to increase a pretty good amount.
I get your point, but you want to be competitive with compensation. The prospective employer offers double my current 401k match percent with immediate vesting of employer matched contributions....not to mention my income is going to increase a pretty good amount.
That's great and good luck getting the offer. Your current employer either isn't concerned with turnover or will be updating their policies, hopefully before its too late.
I would not let anyone know that you are looking for another job, until you actually find one AND get hired. Many places let go people who plan to quit, right on the spot. You would lose your job before finding something else, and all your PTO. Not a smart move.
Just make some quiet inquiry, ask friends/co-workers if there were any changes in company policies.
Or go to HR and ask if you could cash any of your PTO, because of unexpected financial emergency.
I would not let anyone know that you are looking for another job, until you actually find one AND get hired. Many places let go people who plan to quit, right on the spot. You would lose your job before finding something else, and all your PTO. Not a smart move.
Just make some quiet inquiry, ask friends/co-workers if there were any changes in company policies.
Or go to HR and ask if you could cash any of your PTO, because of unexpected financial emergency.
I understand what you're saying, that's why I'm not planning to speak about the PTO until I get a job offer. I'm pretty far in the interview process. I'm just trying to understand what my options are in advance.
I understand how it sounds, but what do employers expect when they come up with policies like this. I'm already losing 60% of my 401k match because the vesting plan is 5 centuries long. smh
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