Who thinks they chose to not lay off in the US states where they have to pay out unused vacation until the new flexible policy starts in Sep 1? And now they will hit those locations. Maybe this explains why the approved VR in Europe was low? European and Canadian friends...Do they have to pay unused vaca time if there was none accrued?
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This is simple crap for the employees. I am loosing all of my vacation time; and the strange thing is they are telling us this is better. Some really stupid people believe that. At the same time they are limiting our sick time to only 5 days. They care when we want to take a vacation, and want us to believe that vacation time is unlimited, but if you are sick, you only have 5 days. Really seems like they are making decision for the employees betterment right?
Mine froze and when putting in for time off, the accrued amount dropped. I guess you have to burn the accrued time before flex kicks in.
Interestingly, my 50+ hour balance of vacation disappeared on the books September 1st (actually went to a negative balance). I've logged an "Ask HR" ticket, but heard nothing in weeks.
I guess by cancelling out the accrued vacation balances they can make their balance sheet look even better.
I wonder if anyone else has checked their balance sheet?
was told by the AskHR robot that since I have 15 days accrued vacation that the 10 days max rule for vacation does not apply to my case. I can take the 15 days with manager approval and then join up the nee "Flexible" vacation policy where I will request an additional 10 days. let's see what happens.
Is there a class action against DXC vacation change? Curious to know.
I'm glad you and your colleagues with apparently not many years of service are excited to take 3 whole weeks off! I had 5 weeks off due to tenure. I'm taking 5 weeks off still. I'm not one to be F'd with and you shouldn't be either.
This policy went into effect at CSC last in August 2016. As you see from this thread it has had mixed results.
Ah, perhaps it was in effect for CSC. I'm formally of HPE, so I've never heard of this until it was announced today via HR email.
If it just went effective today, Sep 1st in the US, how are you able to already be taking advantage of this new policy?
What are you talking about this policy for the US has been in effect before the merger
If it just went effective today, Sep 1st in the US, how are you able to already be taking advantage of this new policy?
My colleagues and I have used the new policy to great effect. I have taken over 3 weeks off in the last year. The previous leave accrual was dismal. Now, I pop off whenever I need as long as the 2 pay period rule is satisfied. It's not my job to justify why. It's their job to say I can't and provide a legitimate reason. Pretty simple, actually. Even my manager has taken more time off this year. Love it!
DXC will be sold very soon to someone or another merger may come soon.
Not fully sure how to interpret this move yet, but I called my supervisor yesterday evening after reading the email and basically said I will continue to take the time off that I have already scheduled. It strikes me as an odd step by management.
In any event, I will be divesting my position in company stock.
Will be interesting to see what happens to California. Technically they are not taking away your accrued balance and you’re drawing from that balance until 0. The new policy applies after.
Sounds like subterfuge to me but unless someone filed a law suit they might get away with it.
For Californians I'm sure they'll have to pay us out (likely why they didn't include details in today's email). If not I have no problem walking away to cash out my 280 hours, though would hope I could go as a WFR for the extra weeks.
I've always treated the vacation balance as a piggy bank, and as long as the money gets paid out I'll be fine with it.
Crafted as a benefit to work life balance - BS the real benefit is that most people take less vacation if there isn't an allotment to meet (that will NOT be me). They will no longer have to pay out the accrued vacation when applicable by state law AND it is a way once again to get rid of older workers who have 5 weeks or more and will be resentful if the "kids" that Mikey is hiring out of school take the same amount of time off that they have earned through tenure.
So an earned benefit is lost just like that. Surprised it's legal. Wonder how much that one move impacts the balance sheet?
I just got mine too! Next month will be interesting.
Well, the email just came out, notifying ALL employees of this change ! Long live the (D)irty (X)cretion (C)ompany
Just got confirmation of the vacation changes in the US. Managers are notified but individual contributors haven’t yet.
We don’t even get a day notice for this policy change. God bless DXC
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I'm with you. I'm in the US and have heard nothing about this policy change. I did hear scuttle about it from another account in the building but I thought it was just a rumor.
Anyone have any idea when/where we can get information about this?
LOL - I left HPE at the end of last year. I had enough vacation time to cover not working out my notice. I then ended up juggling the days I took, and working an extra couple of days to help transition the projects, and because I didn't update Compass, ended up getting docked for 2 days of vacation I took, but actually worked...ended up costing me almost $800,
I gave up fighting them over it after 6 months. They still haven't sent me an updated W2, SSA statement, or any of the financial documentation they are supposed to have done.
So glad to no longer be on-board this slow-motion train-wreck.
exCSC. New vacation policy was the straw that broke the camels back. I put in my year of vacation on Jan 3. It didnt get approved. It NEVER got approved without me harassing my manager. When I pushed for a written approval (for example, purchasing airline tix) he would ask me who was going to do my work when I was gone and stressed it was the employee's responsibility to insure this. Our headcount was such that you knew telling the guy who sits next to you their workload just doubled for the duration was a crushing blow to them. You were also told to carry a cell during your vacation and must remain available. End of the story, I got 8 weeks accrued vacation payout, leaving Dec 31 (with 2 months notice). It was equivalent to current severance, but I left on my own terms (which included, working as a consultant to CSC for more $$).
This is a US only policy. My team is 90% HPES and they were very confused and disappointed by this announcement. Even the boss said it's not official until he says so. I laughed because as legacy CSC I got to explain to them how management screwed us over. This is completely legal and equally immoral. It's great for the company's balance sheet and it's been proven by a number of studies that employees actually take less vacation when they have "unlimited" time off.
In Australia they have to pay any unused holiday and long service leave plus severance pay. Happen to me when in hpe. Couldn't wait to get out of the place .
The vacation policy in CSC was USA only as far as I know. Nothing changed elsewhere, certainly not in Europe because its against labour laws (we actually have labour laws)
Vacation carry over from one year to the next was crushed globally in CSC many years ago. Use it or loose it. Well, certainly in the UK, maybe in other European countries this too was illegal - it wouldn't surprise me.
Where's the news that DXC is adopting this policy on Sept 1st? I'm in the US and haven't heard anything about it.
There are some restrictions with the current CSC flexible policy. One being that vacation cannot be taken for more than 2 consecutive weeks at a time, after which you need to work at least 2 full pay periods before taking another vacation day. I don't know of anybody that has challenged that, so I don't know if there are exceptions.
Also, it says that, if possible, vacation requests need to be pre-approved by your manager at least 2 weeks in advance. While for longer vacations that would be needed, and is just plain common courtesy, my manager has not enforced this for a request of taking 1-2 days off. As long as the client work is done, he's OK with short notice - regardless of whether it's from a new employee or veteran employee. I'm sure this varies among managers and departments.
I suppose a manager could turn a request down, but that's always been a possibility.
For me, it's been a positive as I don't have to worry if I have enough vacation accrued if I need to take a day or two off. I haven't compared whether I'm taking more or less time off than before. Probably more as I've had some personal matters that I've needed to take days off to address.
HPE has not allowed vacation accrual and carry over for many years.
I think in most EMEA countries vacation payout it mandatory - and even more, the vacation days you earned for next year (2 for every month you worked) need to be paid out. Even when you leave your job for another job in another company.
CSCr's - Has the flexible policy been positive or negative over the last year? How are your respective leaders handling new employees vs long term time off? Are you taking more or less vacation than before the new policy?
If I remember correctly, the flexible vacation started in August of 2016. We had to use up any previously accrued vacation by the end of 2016 or else we'd lose it. People who left before the end of 2016, and had previously accrued vacation, did get the vacation payout. (or at least the policy said they would.)
So, it's possible that if any of you legacy-HPE employees who have accrued vacation are WFR'd before the end of this year, you may still get that previously accrued vacation pay. Hope so, anyway.
We legacy-CSC folks no longer have any accrued vacation, so nope, we'd get nothing.
Op- just read this is US only. Curious about CSC peers experience with it.