KWR: Job denying PTO--

Take it up the change to management? I'm sure they wouldn't deny it for your wedding...

I know I'm still 5 months out, but this is something else to stress about! They aren't letting up on the freeze anytime soon... and I have other events for the wedding. showers, etc.

I'd go to management and HR. I work in HR and have been at companies that have done a PTO freeze, but they're usually willing to make exceptions.

I would go to HR. Can they even do this? If you only have a year to use your dates, it's kind of crazy they'd be on a freeze for that long, isn't it?

That's crazy! Why are they doing this?

I thought mandatory overtime was bad enough. F-that. Go to HR!

I would talk to HR and explain the situation!

We're on a freeze because we are so understaffed, and are at risk of losing the contract with the company we work for. However, other people are being allowed to take extended lunches, come in late, and leave early. I'm just upset because I need time off, and it's like they're pushing it in my face that I can't have it. I've earned the time, so it's only fair that I can use it.

When I asked my direct supervisor about it, he is basically saying we are all being punished because other people don't show up to work, and we can't afford to have any people missing. Which makes sense, but still doesn't seem fair to those of us who show up and do our jobs every day. Maybe I'm just overreacting, but I'm not sure what else to say.

I would definitely talk to HR right away.

Not sure about your state laws, but in my state they are not able to deny you the use of your PTO. Kind of sounds like you need to find a new company to work for (although I know that's easier said than done).

I feel so lucky to have the flexible job that I have when I read stuff like this. I just put on my calendar what days I won't be here and we're good to go!

Talk to HR! Explain the situation and you should be fine! They surely can make an exception especially since other people are allowed to take late lunches, etc.

I've tried to look it up, I'm in Tennessee. But I didn't find any helpful information on whether or not they can deny my time.

I've been with this company for 2 years, but I just started with a new department in October. They have been so short staffed and just can not find people to work here and keep their attendance good. Maybe that speaks for itself, but I'm not sure that HR is aware that exceptions are being made for other people either. But it's also not worth the risk of losing my job or being retaliated against because I complained. Which is also illegal, but my department is pretty small and will happen one way or another.

I don't see how a company could legally deny you your rights to your PTO. I agree with Dani, I might start looking for a different job if I were you.

I'm only 22, and since I've been here for 2 years, I make pretty decent money, and with the wedding, can't really afford to lose my benefits or risk making less. It really sucks, but finding another job isn't an option currently. (I've been looking for something that pays as much, just haven't had luck.)

I feel your pain, When I changed jobs within the same hospital my seniority went down the tubes because it is all based on our seniority in your cost center. That is why i am having my wedding in 2018 and in October when few people take PTO. I think if you have a good relationship with your peers in the dept they will go to bat for you too and you should get the time off.

That's an option that has been given, to have someone else take my hours. But that defeats the purpose of having PAID time off, ya know? And I certainly can't afford to take a 5 day week unpaid. It just doesn't make sense. The whole point of earning PTO is to take time and be paid for it, and that's not being given to me as a choice.

Yikes! Do you have an employment contract or employee handbook which lays out the rules for time off and how it is earned / given?

I don't think it hurts to talk to your HR department and say that you are trying to look ahead and plan, and want to know if the length of the PTO freeze has been determined, and how you can work with the company to help plan for your wedding.

You really don't have any options besides seeing if they'll make an exception for you. Most companies have an anti-retaliation clause, so you shouldn't be penalized for asking or bringing it up, even if you bring up what others are allowed to do.

Unfortunately, they're within their rights to deny the PTO, however I'd really find it hard to believe that they aren't willing to work with you at all. You might not get every day you want off, but I'd really push for the wedding and honeymoon days.

Yeah, I think I'll be making a trip to HR to discuss it. My immediate supervisors don't seem to be much help, which kinda sucks. I guess I was just looking to vent more than anything. I'm just bummed because I have stupid off days, (Monday and Tuesday) and most of the things I want to do are on weekend days, like the shower and stuff. So it puts me in a weird spot.

I looked up your state, and here's what I picked up on a legal website regarding the laws that govern your situation (I'm going to paraphrase because I don't want to reprint another body of work on this site. I think that may be a violation of the TOS):

Your state law does not require any private sector employers to offer their employees PTO -- whether they're paid or unpaid. Of course, companies do offer PTO as an incentive in hiring, but the point is they don't have to; however, once they have actually offered it to an employee, the rules shift. Now, here's something that might benefit you -- it says that if an employee was promised vacation time, usually as part of the benefits package, the employer MAY (emphasis mine) be legally bound to honor that promise. Also, the promise does not have to be part of a formal employment contract. Your state's courts have ruled -- under SOME (emphasis mine) situations, the promise of PTO, whether in an employee handbook, verbalized, or understood as a matter of company policy, MAY (emphasis mine) constitute an implied binding contract.

Now, I'm not attorney or a paralegal. This is what an internet search turned up, so you will want to check this out.

I guess what's important is going back to the beginning -- when you started working there, what type of PTO were you promised? You may actually get some traction on this if you contact the right agencies. But remember, your state is probably an at-will employment state, which means they can pretty much terminate you for any reason (and creating them isn't difficult). Then, you'd have to prove that you were wrongfully terminated because you fought back and won on the PTO complaint (plus, your coworkers aren't going to be thrilled that you, and you alone, get PTO). So, it's really up to you, but I would at least talk to HR and approach the subject gently.