Is anyone having problems with getting days off while seeing others have no problem getting days off?
5 replies (most recent on top)
Yes, this is a major issue taking paid time off which you earned but aren’t able to take off because we are always at capacity with the 8 people they allow off, out of 70 to take off. We can’t take any of our earned days off until October 2018.
Let’s be clear, these are our days we earned, we use for illnesses, vacations and emergency. I agree we need to be accountable but since they lack the leadership courage to handle the specific problem individuals, everyone pays under this point system. Getting management approval to override take at least 3 layers of mgmt to approve 1 day off. I requested 1 day and took them 4 months to approve.
F&S blames mgmt and mgmt points the finger back to F&S as the decision makers.
If you put in for 5 day vacation they only approve 4 because you can’t take Monday or Fridays off due to volume. Which will only get worse because people are leaving at an alarming rate.
Now if you take a schedule day off and get 4 points people take 5 days off before they have to report the absence to Cigna and they will be back before they have to do this. So the customers suffers due to long hold times, we can’t do overtime to fill the need, and the employees can’t be within Service level goals so we are set up to fail.
When you look at the different demand pools you can immediately tell
-
they have an inconsistent process where they allow employees time off regardless of # of people they need.
-
If you take your earned time off because you have to pick up a sick child or you got sick, you earn 4 points for not being in on your scheduled time.
-
Get enough points and you get written up or terminated.
-
Because you can’t take time off at the end of the year you’ve accumulated too many days so you use or lose them. They create a bottleneck because everyone needs to take their days off and then we don’t have enough people to service our customers.
I don’t think this is legal within the labor and wages laws but we are researching. Anyone have any resources let us know.
I agree with last poster. It is unfair that depending on your “title” or department shouldn’t have anything to do with when you get to take time off. I know too many managers and above that take just about every Friday off and many other days. Not to mention rarely coming into the office.
Just goes to show you, every area is different. Seems we all should have the same rights but there is no consistency. And that is a downside to State Farm as well as the many others discussed on this forum.
I take PTO whenever I want. Decided to take 3 hours this afternoon and didn’t require anyone’s approval. Just put it in Log My Time and left.
Also Got a 2 week vacation planned for June.
Don't know about your area, but in my area everything is determined by job performance (I know, too bad they didn't use that as a criteria in our job selections!). We put in for the big vacations for the coming year, and any conflicts were decided by who was a higher rated performer. Single days are first come, first served. Also, a lot of people are hording vacation time so not many conflicts.