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My wife has her joining date extended from Randstad and no joining date has been provided. What are the chances of her offer getting revoked. She has around 1 year of experience in HR. She got to know about this just on the last day of her notice period. She doesnt have any other offer as she didnt expect the joining date to get extended. Randstad. If anyone is open for hiring, please let me know. I can share it with her. Morningstar Tata Consultancy Accenture JPMorgan Chase Wells Fargo Infosys
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Oh no, I'm sorry about that! You should not have to worry about that! Maybe swing it by HR just to double check? You don't want to be thinking about that on your honeymoon!
Definitely swing by HR and check in. Track down the original approval and document any conversations going forward. Get as much information in writing as possible.
Do companies pay for Employees Honeymoon 😯
If yes, then which companies?
PTO is “Paid Time Off,” regardless of the reason why or for what.
If it’s that bad…I’d probably do a ‘COVID.’
If you have accrued sick time.
If you need a note after the third day of “absence,” Go to Urgent Care.
Urgent Care does not have to state what your ‘health condition’ was, just that you were seen and you may return to work. Best $15 note.
Hopefully, you don’t work at LGSD, I hope your HR department is stable and observes correct practices. But they should be neutral enough to give you sound guidance.
Congrats on your marriage!
Check the employee handbook (hopefully your company has one), then ask your prick manager what policy he is following? Ask him to refer you to the exact section/policy description so you have it in writing. Double check with HR.
Be prepared to have to track your PTO/hours, etc. after this vacation since it sounds like your manager is a jerk.
Talk about creating something for you to worry about right before one of the biggest days of your life. Why is your manager even presenting this "what if" type scenario in the first place?!? Honestly, I wouldn't go to HR, just in case it raises a red flag that might otherwise gone unnoticed. Go on your honeymoon, have an amazing time, and cross that other bridge IF and when you get to it. Trust me, in the grand scheme of things, this isn't even something that should be on your radar right now.
The manager is telegraphing that they intend to be the ones making the complaint, in an effort to bully and threaten OP.
When someone says “people will say X” or “people are saying Y,” most of the time they’re talking about what they’ve been saying.
Your manager is a terrible manager.
Hopefully, this is your first, last and only honeymoon in your life. 40 years from now, you’ll remember moments from it.
You’ll have other jobs and work for other companies. Forty weeks from now, you won’t remember any of the work details from this specific week.
Take your honeymoon; I’d also reconsider working weekends or putting in more time than the absolute minimum while finding a new job.
A good manager would say “when time is needed, give it. When you need time, take it.” The fact that your awful boss demands nights and weekends but won’t let you take your honeymoon shows that this is a one-way relationship, and such relationships should be reevaluated when they’re discovered.
When your boss says “people will complain,” (s)he is talking about themselves. They’re vaguely threatening you — meaning they aren’t worthy of your trust, loyalty, best effort or really anything other than the absolute minimum.
A manager who won’t fight for you to allow you to take a bit of time off for life moments is not someone to invest your career and potential with. You deserve better.
This is why most organizations require PTO to be recorded. Helps curtail “most” disputes before they happen. When a group uses an honor system due to people working long hours or weekends, it opens them up to fears of subjectivity and unequal pay practices.
I would 100% document the time off. If you have any written communications advising you would be paid for the time off, store them so you can easily access if challenged.
Which is why employees should also formally document all excess hours worked, so that when a request goes in that is denied, they can point to their excess hours worked and say “since there’s no room for me to take time off, I’m going to have to decline to work evenings or weekends moving forward, so that I can use that time for personal matters that the company won’t allow me to use time in lieu for.”
I see many “red flags” for your manager. 1. Hours worked for exempt employees should be recorded and offset as “comp time” for situations such as this. 2. Non exempt employees should be paid for ALL hours worked. You should either refer to your Employee Handbook to find out how “overtime” hours should be addressed or contact HR. Sounds like your area has been very loose with policies that could spell major problems for all employees. It’s not fair for one to constantly exceed their PTO allowance while others are held to that standard.
I don't understand why people trust HR.
The primary motivation of any HR department is protect the company, and keep people working.
You are correct in one aspect. It do protect the company, first. But they also should know the rules that the company abides by! If an employee contacts them with questions or concerns and they give wrong information they should be held accountable for it! Most HR depts. have policies to protect and uphold the employees from Harassment/Bullying to prevent lawsuits and bad reputations. It is a different level from management. Because management is not bias.
Definitely go to HR.
Review company rules and regulations. The reason for your paid time off may be covered under a privacy act. If you have not discussed taking time off with pay among other employees. The there should not be any other employees complaining about your paid time off. If you have discussed with other employees & there is a complaining employee. You have learned private matters are just that for a reason. Put in for your time and enjoy your honeymoon.
If it is approved. Print a copy of that now! Copies of this is proof of what is given. I would not worry about this! Take your time and when you come back see what has happened. They can t fire you if they have proof that have requested time off. Bereavement time is separate from vacation like sick time. I think that your boss is trying to stress you out! Your work performance is based on how and what you do at work. Unless you haven't worked most of the time due to multiple passings or have been sick a lot, it can affect an evaluation. But if you have been approved for your sick/bereavement time, that boss can't hold that against you either. Copy that approval, take your honeymoon and cross that bridge when you come to it.
It was already “approved.” They can’t take it back. For Gods sakes, it’s your honeymoon! You’ve been a good employee for 2 years. Just be happy on your beautiful honeymoon and celebrate. Check in and remind the same person that approved you the week before you go. Get the approval in text or email. If you have the approval email forward it to the grumpy manager .
How much time are you taking? You should after 2 years have PTO banked. If you don't know your current PTO accrual and how to see it...you need to ask. That is something I track often.
Things like PTO should be defined. It's earned time off. I get crazy schedules....Cath lab/OR nurses have crazy schedules but their PTO is definitely calculated and clearly accessible. I hope it settles and you can enjoy your honeymoon without worry about being paid.
is the manager saying you dont have enough time accrued? have you taken vacation the past two years. does it make sense you might not have enough time accrued? i know you keep saying you work the weekends but so does everyone in your department i would assume. are you like one day short or 9 days short! one day of none paid time off theorically wouldnt be a big deal if you can afford a 2 week vacation. The are a lot of missing facts here. you could be abusing the pto policy or your manager could be a giant asshole, our they could just be trying to be fair to the rest of the people in your department. for arguements sake i would vote manager is the asshole right now, regardless you are miss some critical bits of info, albeit you might not have them it sounds like.