Anonymous wrote:

Anonymous wrote:

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

If you were my boss, I'd quit. And I'm not a millennial.

What business is this where everyone is on call 24/7 365? And has no telework? And doesn’t sound like it involves national security. Sounds awful.

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

Anonymous wrote:

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

If you were my boss, I'd quit. And I'm not a millennial.

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is why the great resignation is a thing.

And why so many people complain that they have no money. LOL
No one wants to work for it.

A decent amount of folks are seeking alternative ways of making money while performing minimal work.

Anonymous wrote:

Anonymous wrote:As far as I'm concerned, vacation time is earned. Employees can use it wherever. It's not the employees' problem if the company cannot handle people taking time off.

If 80% of the staff take off time from Christmas to new years, then then company should just close for that time.

If your company can't handle people taking time off, that means you don't have appropriate levels of staff.

Would you be cool with your local post office, emergency room, or grocery store closing between Christmas and New Year's? Gas stations? I really don't think people are thinking this through.

Anonymous wrote:This is why people shouldn’t even disclose what their plans are for vacation/PTO to their employer. It’s screwed up that managers think they can prioritize employees’ time off based on what it’s for (child’s graduation vs. friend’s wedding).

~another GenX manager

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. THIS IS PART OF YOUR ISSUE. THE CALENDAR SHOULD NOT SHOW LEAVE UNTIL APPROVED- IT SHOULD BE A COMBINED PROCESS If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season . I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first. THIS SOUNDS LIKE TAKING INITIATIVE. DO YOU HAVE A WRITTEN POLICY ON WHO DETERMINES COVERAGE FOR VACATIONS/LEAVE?

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend. WOW

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.

Anonymous wrote:

Anonymous wrote:This is why the great resignation is a thing.

And why so many people complain that they have no money. LOL
No one wants to work for it.

Anonymous wrote:I’m the OP and have been back several times. The bigger point is we have a process in this office. We have a leave planning calendar where everyone puts their anticipated out of office time. This is for coordination purposes only. If you want approved leave until it is formally requested in the T&A system and approved by your supervisor. By the regs I posted earlier, yes, employees have the right to schedule earned PTO, but the managers have the right to determine when that leave can be taken due the needs of the office.

The last week week of May is very busy. We have a trade delegation scheduled that week and it is also EER season. I cannot commit to giving both people time off until I have a bigger picture of the trade delegation demands. I will also be caught up in writing EERs for all the staff, not just these two.

I had asked the young woman with the plan to attend her friends wedding to take charge of the trade mission. She told me she had plans to travel that week. I said I would look into assigning it to another manager. However, she jumped ahead of me, worked her own deal without telling me, and then went ahead and announced she’d bought her tickets and planned to go. My senior managers were aghast at the disregard for procedure and authority. It’s really not our problem she bought tickets without have firm leave approval first.

Frankly, as a Dad who took time off for both my daughters’ HS and college graduations, I’m more likely to approve that employee’s request (she followed procedure) than the wedding one. It’s just wedding of a college friend.

We are just a flat organization that runs all loosey goosey. We do not have telework and in office work is required. That is something we cannot negotiate with the CEO. It is what it is. We are also on 24/7 365. It is the nature of the work. You can be on call for anything that arises.