Any other fed contractors getting screwed over for Juneteenth

[Anonymous]

BFD.

[Anonymous]

There is nothing else your company requires you to do? When I was a fed contractor I used holiday to complete CPE, review work products, work on proposals, etc

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Not a fed so I could be way off base but since Juneteenth is a Sunday in 2022 couldn't you celebrate the day without having to take leave?

it will be observed on the Monday . And I will be forced to use leave

But who is observing it on the Monday? It’s a celebration driven by and actual date - like the 4th of July. When the 4th is on a Sunday, everyone celebrates it on Sunday. What would you actually do on Monday?

I’m not arguing the merits of it being a federal holiday, just questioning why you need the next day off?

The federal government will be closed on the Monday. I will be forced to take the day off.

OMG OMG a forced holiday. Woo Hoo your life is ruined.

Dude there are many more problems in this world. Oh wait you are one of those Q people that does not live in reality and clearly needs help.

so you are fine with your employer requiring you to use PTO?

[Anonymous]

I only get 10 days of PTO a year. I’ve already been forced to use 2 days of PTO this year.

[Anonymous]

Anonymous wrote:I only get 10 days of PTO a year. I’ve already been forced to use 2 days of PTO this year.

You’re not getting screwed by Juneteenth, you’re getting screwed by your employer. I’d start to look around, you must be able to do better than this.

[Anonymous]

To the jerk telling me BFD I was forced to use two days of PTO a year, I have medical issues and need sll my leave for appointments etc.

[Anonymous]

Anonymous wrote:I only get 10 days of PTO a year. I’ve already been forced to use 2 days of PTO this year.

Presumably you also can't bill for working 80 hours a week, right? There are all kinds of restrictions in these contracts.

If you don't like the contract, change it if & when you can, or if you can't, then change jobs. There is nothing specific to Juneteenth about this. It's just one of a dozen or so federal holidays, and federal holidays are just one of many restrictions on the time you can bill for as a federal contractor.

[Anonymous]

Anonymous wrote:

Anonymous wrote:I only get 10 days of PTO a year. I’ve already been forced to use 2 days of PTO this year.

Presumably you also can't bill for working 80 hours a week, right? There are all kinds of restrictions in these contracts.

If you don't like the contract, change it if & when you can, or if you can't, then change jobs. There is nothing specific to Juneteenth about this. It's just one of a dozen or so federal holidays, and federal holidays are just one of many restrictions on the time you can bill for as a federal contractor.

would you be okay with your client forcing you to use 2 of your 10 days of PTO this year?

[Anonymous]

Anonymous wrote:To the jerk telling me BFD I was forced to use two days of PTO a year, I have medical issues and need sll my leave for appointments etc.

DP. But this is the law. It's how the federal system works.

You also have protections as a federal worker with ongoing medical issues that you either don't have at all or are not respected in the private sector.

ALL jobs have tradeoffs. If this tradeoff doesn't work for you, you can switch for something that is better for you. If you can't find something that works better for you, then this is the tradeoff.

[Anonymous]

You people are total jerks . It the government gets shut down I have to use PTO or I won’t get paid. So when I’m forced to use two pto days in screwed in. Long shutdown

[Anonymous]

Anonymous wrote:Yep. In general, contractors can't work when the site is shut down. It's a forced leave without pay.

But as I noted above, it's just one of many.

Op, you have ten months to plan something great! Use it wisely.

[Anonymous]

Anonymous wrote:

Anonymous wrote:To the jerk telling me BFD I was forced to use two days of PTO a year, I have medical issues and need sll my leave for appointments etc.

DP. But this is the law. It's how the federal system works.

You also have protections as a federal worker with ongoing medical issues that you either don't have at all or are not respected in the private sector.

ALL jobs have tradeoffs. If this tradeoff doesn't work for you, you can switch for something that is better for you. If you can't find something that works better for you, then this is the tradeoff.

I’m not a federal worker. I’m a contractor . Show me other jobs where you are forced to use 20% of you PTO?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I only get 10 days of PTO a year. I’ve already been forced to use 2 days of PTO this year.

Presumably you also can't bill for working 80 hours a week, right? There are all kinds of restrictions in these contracts.

If you don't like the contract, change it if & when you can, or if you can't, then change jobs. There is nothing specific to Juneteenth about this. It's just one of a dozen or so federal holidays, and federal holidays are just one of many restrictions on the time you can bill for as a federal contractor.

would you be okay with your client forcing you to use 2 of your 10 days of PTO this year?

Dude, I'm a doctor in a pandemic serving an underserved population. I generally don't get to take time off. I would love to be forced to take PTO -- usually I lose it at the end of the year.

And yes, I also have "medical issues," likely worse than yours. I'm at high risk for COVID complications and still working, because I made that choice. I'm not blaming anyone else for that choice. I own it, and I own the fallout from it.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I only get 10 days of PTO a year. I’ve already been forced to use 2 days of PTO this year.

Presumably you also can't bill for working 80 hours a week, right? There are all kinds of restrictions in these contracts.

If you don't like the contract, change it if & when you can, or if you can't, then change jobs. There is nothing specific to Juneteenth about this. It's just one of a dozen or so federal holidays, and federal holidays are just one of many restrictions on the time you can bill for as a federal contractor.

would you be okay with your client forcing you to use 2 of your 10 days of PTO this year?

Dude, I'm a doctor in a pandemic serving an underserved population. I generally don't get to take time off. I would love to be forced to take PTO -- usually I lose it at the end of the year.

And yes, I also have "medical issues," likely worse than yours. I'm at high risk for COVID complications and still working, because I made that choice. I'm not blaming anyone else for that choice. I own it, and I own the fallout from it.

it’s not PTO if you are forced to use it. These are days I could have been paid out for had I not needed then for my medical issues

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:To the jerk telling me BFD I was forced to use two days of PTO a year, I have medical issues and need sll my leave for appointments etc.

DP. But this is the law. It's how the federal system works.

You also have protections as a federal worker with ongoing medical issues that you either don't have at all or are not respected in the private sector.

ALL jobs have tradeoffs. If this tradeoff doesn't work for you, you can switch for something that is better for you. If you can't find something that works better for you, then this is the tradeoff.

I’m not a federal worker. I’m a contractor . Show me other jobs where you are forced to use 20% of you PTO?

You are not in a permanent federal position, but you are working for the federal government. You have more protections than you would as a contractor for a private entity.

There are somewhere around 4 million federal contractors working for the US government in any given year, and they are in exactly the same boat as you. And yes, employers can dictate which dates their employees take vacation (not just 20%, but 100%) under the FLSA, unless there are state restrictions that apply.