{ "media_type": "text", "post_content": "My company offers DTO (discretionary time off with no buckets or limits) For the first time since I started 6 years ago, my boss told me it should be 3-4 weeks off as a rule of thumb. I was taken back because that seems like it defeats the purpose of DTO and in the past I've taken up to 5 weeks without issues. My employees are now really disgruntled and I'm between going to my boss or to straight to HR. What does DTO mean to you? Can they really put limits if none are in the DTO policy?", "post_id": "62b668c38667cd002064034b", "reply_count": 3, "vote_count": 1, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources", "feed_type": "crowd" }

My company offers DTO (discretionary time off with no buckets or limits) For the first time since I started 6 years ago, my boss told me it should be 3-4 weeks off as a rule of thumb. I was taken back because that seems like it defeats the purpose of DTO and in the past I've taken up to 5 weeks without issues. My employees are now really disgruntled and I'm between going to my boss or to straight to HR. What does DTO mean to you? Can they really put limits if none are in the DTO policy?

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Nope. A single boss doesn’t get to override a corporate policy…I would recommend discussing this with your HR Business Partner so they can address it.

likesmart

Yeah we deal with this at my company every once in a while too. We have a policy that says people can work from home 3-4+ days per month, really whenever they have a reason. Some old school senior people tell new analysts they have to be in the office 5 days per week. We shut that BS down as soon as we catch wind of it.

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There are challenges to consider. Are you talking about your time off, or a member or members of your team? Is someone taking 5 weeks off at one time? That can be hard for the team to manage. Is the leave for medical or otherwise protected reasons? That could change things. Look to the policy. If it doesn't state a max, you/your team members are performing their roles fully & well, and all work is covered, there shouldn't be an issue.
If the work isn't getting done, it's a performance issue that needs to be addressed.
Talk to your manager and ask why they are straying from the published policy. Was something dropped bc someone was OOO? Was there a complaint against your team? Try to get to facts, and understand the emotions. Then talk to HR.
Looking for clarity and support for the team is leadership. Be open to feedback from your manager and HR.

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