Follow up about my layoff last week, please help!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:It depends on the state, OP.

In DC and Virginia, if you accrue vacation, they have to pay. It's a wage and hour issue.

I don't think this is true, for Virginia, if there is a written policy stating it is not paid out. OP is there a written policy that they can produce saying it is not paid out by your company?

)

The HR rep today stated that there was a policy change in 2016. She states we all signed forms that we understood the information. I never signed such a form. I would definitely remember that. My immediate manager (who was also laid off) did discuss it with the HR rep who is standing firm about "company policy".
If I call out the rest of the week, I could put my severance package in jeopardy.

This is giving me such a headache.

I will look into those links someone helpfully posted later today.
Thanks for all the feedback.

Ask them to send you what you signed. It was probably a handbook amendment. Then call MD's Wage and Hour office. They will assist you for free if you are owed the PTO.

+1 if they can't produce the document, you may have a case.

[Anonymous]

OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

[Anonymous]

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Your direct manager was imlikely in charge of getting you to sign the policy change in the first place and is now trying to CYA.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Your direct manager was imlikely in charge of getting you to sign the policy change in the first place and is now trying to CYA.

LOL. Yes. This.

Ask to see the document with your signature to "refresh your memory."

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Your direct manager was imlikely in charge of getting you to sign the policy change in the first place and is now trying to CYA.

LOL. Yes. This.

Ask to see the document with your signature to "refresh your memory."

Love the wording of this, thanks! Will send it tomorrow. Will it look bad if I did sign the form and just can't remember?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Your direct manager was imlikely in charge of getting you to sign the policy change in the first place and is now trying to CYA.

LOL. Yes. This.

Ask to see the document with your signature to "refresh your memory."

Love the wording of this, thanks! Will send it tomorrow. Will it look bad if I did sign the form and just can't remember?

Who cares, you are being laid off!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Your direct manager was imlikely in charge of getting you to sign the policy change in the first place and is now trying to CYA.

LOL. Yes. This.

Ask to see the document with your signature to "refresh your memory."

Love the wording of this, thanks! Will send it tomorrow. Will it look bad if I did sign the form and just can't remember?

Who cares, you are being laid off!

I know, I know, you are right!

[Anonymous]

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Agree with the other PPs. Still ask. Also, my company has various caps to PTO payout (based on levels in the org). We state the payout limit in bold in the handbook. No one remembers by the time they leave he organization so we frequently have to provide the employee with proof. It's not a big deal for HR to produce it. And most likely your severance agreement will say you are releasing all claims so you will lose the right to claim this money later. I know other mentioned this in your prior thread but, based on your age and the number of people being laid off, you have 45 days to sign the agreement and then 7 days to change your mind.

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Agree with the other PPs. Still ask. Also, my company has various caps to PTO payout (based on levels in the org). We state the payout limit in bold in the handbook. No one remembers by the time they leave he organization so we frequently have to provide the employee with proof. It's not a big deal for HR to produce it. And most likely your severance agreement will say you are releasing all claims so you will lose the right to claim this money later. I know other mentioned this in your prior thread but, based on your age and the number of people being laid off, you have 45 days to sign the agreement and then 7 days to change your mind.

OP here and thank-you. So I know this may sound simple minded, but I am still somewhat shell shocked by all of this. If I have 45 days to sign the agreement, does that mean they would not start paying my severance until I sign the agreement?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Agree with the other PPs. Still ask. Also, my company has various caps to PTO payout (based on levels in the org). We state the payout limit in bold in the handbook. No one remembers by the time they leave he organization so we frequently have to provide the employee with proof. It's not a big deal for HR to produce it. And most likely your severance agreement will say you are releasing all claims so you will lose the right to claim this money later. I know other mentioned this in your prior thread but, based on your age and the number of people being laid off, you have 45 days to sign the agreement and then 7 days to change your mind.

OP here and thank-you. So I know this may sound simple minded, but I am still somewhat shell shocked by all of this. If I have 45 days to sign the agreement, does that mean they would not start paying my severance until I sign the agreement?

at the GSEs, yes. also they would have sent out the door the day you got let go. and you would have to sign an agreement that you will never sue them nor disclose info on the agreement. then they will replace you with an H1B or H4 from COngizant the next day.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Agree with the other PPs. Still ask. Also, my company has various caps to PTO payout (based on levels in the org). We state the payout limit in bold in the handbook. No one remembers by the time they leave he organization so we frequently have to provide the employee with proof. It's not a big deal for HR to produce it. And most likely your severance agreement will say you are releasing all claims so you will lose the right to claim this money later. I know other mentioned this in your prior thread but, based on your age and the number of people being laid off, you have 45 days to sign the agreement and then 7 days to change your mind.

OP here and thank-you. So I know this may sound simple minded, but I am still somewhat shell shocked by all of this. If I have 45 days to sign the agreement, does that mean they would not start paying my severance until I sign the agreement?

Yes. You have to agree to the terms before they release the severance. I don't think you'll need the 45 days but you should take a few days to read the document, consult with an attorney (if you feel the need), and also take the time to run down the PTO issue.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Agree with the other PPs. Still ask. Also, my company has various caps to PTO payout (based on levels in the org). We state the payout limit in bold in the handbook. No one remembers by the time they leave he organization so we frequently have to provide the employee with proof. It's not a big deal for HR to produce it. And most likely your severance agreement will say you are releasing all claims so you will lose the right to claim this money later. I know other mentioned this in your prior thread but, based on your age and the number of people being laid off, you have 45 days to sign the agreement and then 7 days to change your mind.

OP here and thank-you. So I know this may sound simple minded, but I am still somewhat shell shocked by all of this. If I have 45 days to sign the agreement, does that mean they would not start paying my severance until I sign the agreement?

Yes. You have to agree to the terms before they release the severance. I don't think you'll need the 45 days but you should take a few days to read the document, consult with an attorney (if you feel the need), and also take the time to run down the PTO issue.

Thanks, I appreciate your reply. I sent the email today and have not received a reply yet.....

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

Agree with the other PPs. Still ask. Also, my company has various caps to PTO payout (based on levels in the org). We state the payout limit in bold in the handbook. No one remembers by the time they leave he organization so we frequently have to provide the employee with proof. It's not a big deal for HR to produce it. And most likely your severance agreement will say you are releasing all claims so you will lose the right to claim this money later. I know other mentioned this in your prior thread but, based on your age and the number of people being laid off, you have 45 days to sign the agreement and then 7 days to change your mind.

OP here and thank-you. So I know this may sound simple minded, but I am still somewhat shell shocked by all of this. If I have 45 days to sign the agreement, does that mean they would not start paying my severance until I sign the agreement?

Yes. You have to agree to the terms before they release the severance. I don't think you'll need the 45 days but you should take a few days to read the document, consult with an attorney (if you feel the need), and also take the time to run down the PTO issue.

Thanks, I appreciate your reply. I sent the email today and have not received a reply yet.....

You're welcome! Keep us updated - happy to help where I can. And don't hesitate to reach out to the MD Wage and Hour office to ask for clarification on the payment of accrued leave.

[Anonymous]

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

This smells fishy, especially if they are saying you signed an acknowledgement and you didn't. Would you manager have screwed you over?

[Anonymous]

Anonymous wrote:

Anonymous wrote:OP here, thanks everyone. I will ask to see the form and see what happens. My direct manager seems to think it would be "rocking the boat"

This smells fishy, especially if they are saying you signed an acknowledgement and you didn't. Would you manager have screwed you over?

OP here. In this case I don't think it would have been intentional. Our company had just been bought out by another company and the managers were overwhelmed. It would more likely by an oversight on their part. That manager was laid off last year, shortly after we were bought out.