HR opinion: Do I have any leverage as a hospital nurse case manager in negotiating earned time? I have 15 years within the organization, left for 10 months to be remote during the pandemic while sorting out childcare as immunocompromised family helped. Now HR is restarting my ET as a new employee. I realize I left, but not on bad terms and I am an exemplar and respected employee. I thought I’d have the upper hand with the nursing shortage but I’m getting the “rules are rules” response. Help!?!

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It depends on the employer.
I have tried negotiating additional hours before but have not been successful. I have heard of other doing this.
Note - I am not a nurse and I mean PTO (unsure if that’s the same as earned time).

If you mean PTO, employers see this as an increase of salary to an employee because they would have to pay you out on your time if you left. Atleast that’s what I have been told.

PTO is typically something that can be negotiated. We do it as “incentive PTO” so it’s use it or lose it and it’s typically for a specific amount of time until they hit that accrual threshold. For example, 80 hrs of PTO and 40 hours incentive PTO, each year, until 3rd anniversary.

Your HR might not be able to do it because of policy but that policy is of their (or higher ups) making.

Everything is negotiable. Just because you ask for it doesn't mean they will say yes. But you should always negotiate and ask for what you want most! Best of luck to you.

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