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Do your firms allow you to “earn” extra pto days after long stretches of work? I just finished a two week stretch of 14 hr/days and asked for this Friday off, only to be told it would be a pto day...

likefunny
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We don’t, but what you described is the typical use case for PTO

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This post stuck on my mind today and I wanted to make sure I came back and stated something. Absent PwC’s flex policy, as a SM I would totally tell you to just take the day and spread the hours. Especially if it was a firm fixed contract. Sometimes duty calls and we have to work our asses off. It’s the nature of the business. But if you aren’t given the chance to catch your breath in the downtime, the you are just going to become another datapoint in our already high attrition statistics. Best of luck

I’ve been told to spread my hours out so that I don’t have to actually take a PTO day - but then again it’s pwc and there are actually nice people here

likefunny

Not sure what our official policy states, but yes - this is something I’ve seen. This is more-so used in cases where people are working extreme OT like you mention.

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Some managers will tell you that you can take the day off but charge in eight hours but depends on the manager and the project financials

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charge in 8 hrs? like to the client? that's the exact hours shifting that would cost millions for a gov. consultant that gets caught.

We do that, but we also only bill 40 hours a week and don’t have utilization grades. I worked a couple of 50+ hour weeks and my manager gave me a Monday off without having me take PTO.

Can't you just bill a sick day or leave it blank in Deltek? You've clearly worked 80+ hrs in a 2 week span. We have unlimited sick days for this reason. Requiring someone to do a bunch of 14hr days and then use a PTO day is exactly the conflict of interest that leads to manipulated time cards and hours shifting that puts your firm at risk of debarment. Much better to remove blockers for honesty and just give people a "not working and don't touch my PTO" unbillable code.

No

All I can say is your manager sucks! If you have worked 14 hrs days for 2 weeks straight then i hope you are honest and bill the actual hours and not ghost them like some expect at Deloitte. And I would take friday off and no fucking pto!

Charge 12 hours for the first 4 days. Then you can’t work on Friday without being overtime

Many times on Deloitte projects, I and my project leadership have let people take days to make up for lots of overtime like that. I’ve done it myself as well. Generally speaking there are no issues created by this, for the client or the firm, and it means a lot to the staff who just busted their ass. I do think Deloitte’s PTO + floating holidays per year is so much that most people don’t end up using it all, especially when many years the firm gives everyone the entire last week of the year off as extra holidays. So I’m not sure how often someone would really be penalized by having to take a PTO day, but I still think it means a lot to staff to get that “comp day”—even if they end up not using all their PTO. IMO good managers will find ways to accommodate these things whenever possible.

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Do you guys get anxiety about being the point of contact for all projects? Having to see everything, follow up with everyone, knowing all the ins and out? How do you take time off? I’m not a PM but I’m building a process and looking for ways to not be tied to every steps.

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Let’s say you get sick for one day during busy season, and you end up making up the time later in the week and weekend reaching the minimum 60 hour billable goal. Would you take PTO for the day you missed. Why or why not? Assume this is a company that does not have unlimited PTO.

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When there are no holiday "parties", only holiday "networking events". Yeah ok.

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