OP here, I don't understand this. Can you clarify?

Fortunately, I hope, I went back through my emails and found an email that spelled out this benefits change for the new organization, that included an email exchange in which I was told I would be grandfathered in to the old policy. If they won't honor this, then, yes, it does stink!

Wait...are they taking away your accrued vacation time (possibly illegal) or telling you that you cannot earn any vacation time going forward?

Anonymous wrote:It kinda stinks, but your history was with the previous organization, not the newly merged one. If I was you, I'd prepare for what you are going to do, if/when they reaffirm that you aren't going to get the vacation time.

Agree. The new company has no obligation to keep you.

It kinda stinks, but your history was with the previous organization, not the newly merged one. If I was you, I'd prepare for what you are going to do, if/when they reaffirm that you aren't going to get the vacation time.

That sucks. Politely ask to be grandfathered in or given a raise to make up for what is essentially a salary cut

I work at a non profit for nearly 5 years. I have earned prorated leave that reflects my schedule, since starting to work there. Our organization recently merged with another, and I'm being told (via email) that under the new organization, I am not eligible for this benefit any more. I feel that given my tenure, my productivity and based on history, that I should be "grandfathered in" and keep the benefits I was awarded when I began working there. I wonder how it would be if I engage the CEO, who was my first supervisor in this discussion. I also don't want to appear like a disgruntled employee. Do you have suggestions? TIA