{ "media_type": "text", "post_content": "A resource I'm overseeing is ghosting PTO hours - i.e. not charging any for half days or lumping in 45 hours for M-Th with 0 hours on Friday. Is this something you'd escalate to management?", "post_id": "5b986019ede66200133587ef", "reply_count": 41, "vote_count": 3, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

A resource I'm overseeing is ghosting PTO hours - i.e. not charging any for half days or lumping in 45 hours for M-Th with 0 hours on Friday. Is this something you'd escalate to management?

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Talk to him first. He reports to you. You don’t escalate actions of your reports unless you can’t resolve them on your own or they’re HR worthy. This could be a simple misunderstanding. Also make sure you’re asking the right questions. For example, are you truly concerned with the fact that he is not reporting time on the right days (is there a negative impact from that?) or is it that he is not working on Fridays and is supposed to?

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OP - can I come talk to you if the client or project leadership is engaging in my “time theft”? I would like to know who to talk to when I work OVER 45 hours but can only bill 45. And if I can then track those hours and add to my PTO balance for a later date? I’m sure the firm manages to balance it all out.... perhaps more in their favor than the other way around 🧐

likesmarthelpful
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That’s actually fine. But be a tattle tale. Bet you’re lots of fun.

likefunny

Also what “resource” are you “overseeing” at the consultant level?

likefunny

A person or team member* you’re overseeing

likesmarthelpfuluplifting

Talk to the person you’re overseeing about it first. Good lord. You need some management lessons.

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At D, if you legitimately worked 40 hours M-T you don’t need to bill PTO on Friday

likehelpful

Depending on your firm, this is allowed

likehelpful

Are they still working the 45 hours

likesmarthelpful

The way that you have presented this and elaborated makes you come across as either: A) A junior resource on a power trip; or B) Someone with very poor interpersonal/management skills. I'm sure you are neither of those things so I would suggest more thought on optics and better word choice to that end. That said: You are presenting 2 issues here: 1) Labor Claiming inaccuracy 2) "PTO Skimping" For 1, If they are expected to work 45, charge 45, and do not work 45 in a claim period, document and talk to them about it. Tell them what you see and give them an opportunity to explain and correct themselves. This would be an ethics violation and should be reported if you are unable to handle it. For 2, this is typically fine as long as claiming is accurate and aligns to weekly expectations. Communicating it wouldn't hurt, but you would need to set that expectation before trying to bring the hammer down about it. I would not call it "skimping" because that word is accusatory and implies an evil deed. This is not an ethics violation and shouldn't be reported.

likesmart

Agreed - this would be acceptable to me as long as the person is getting their work done, and effectively is “on call” on the “PTO” days in the event of an emergency client issue. (If you use actual PTO then I would not expect you to be on call at all.)

likehelpful

So you approve and oversee PPMD time sheets to know what they are logging? 😂 If you are overseeing the person, be an actual adult and have a conversation with them first . Maybe you’re the problem and they don’t like you and avoid you, not the work.

likefunny

I thought this (working >40/wk so not charging PTO on the extra day) was allowed, provided you’re communicating being away and the team is cool with it. I’ve had no problems with team members doing it

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OP, you need to find some activities outside of work...feel bad for those working with/for you

likefunny

OP, provided that the practitioner isn't screwing the client (overbilling on a time project), and they're delivering what's asked/expected of them (thus not screwing the firm), I don't care what goes on their timesheet as long as I don't get an email about it.

likesmart

OP—it sounds like this is the first time you have encountered the situation and it’s good that you are asking the question. Ignore the haters and keep seeking to learn. Everyone has to figure out how to navigate through this stuff.

likehelpfulfunny

@OP You’ve had multiple people on this thread all day that they thought this was okay. At a minimum I would just chat with the person and check. For what it’s worth, I’ve billed 40 hours M-Th before and not taken PTO on Friday (0 hours billed) and have never had an issue with compliance. I learned to do it this way from my Senior Manager in-fact.

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Practitioner* sorry. They are not working 45, hours are increased earlier in week to hit 45. They are unplugged, not on call. Easy on judgement - I'm seeking advice.

likefunny

Double their workload, problem solved

likefunny

How are you seeing the hours he/she is billing in the first place? I’d stay out of it unless the team leadership asked you to watch the persons hours or hit a specific budget. If you notice it, I’m sure they do as well and may just not be worried about it.

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Echo SM2 - If they’re getting their work done, who cares? You’re giving yourself anxiety over something that doesn’t matter

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