Anonymous wrote:OMG you are worried about getting "screwed" for one day?

Let's say you make $1000 a day. Please start setting aside $100 a month so you can survive the depravations of Juneteenth.

$1,000 a day?

Anonymous wrote:OMG you are worried about getting "screwed" for one day?

Let's say you make $1000 a day. Please start setting aside $100 a month so you can survive the depravations of Juneteenth.

How many times do I have to say it? I have medical issues I need all my leave for that. I haven’t been on a vacation in 12 years. And it was two days this year I was forced to use PTO

OMG you are worried about getting "screwed" for one day?

Let's say you make $1000 a day. Please start setting aside $100 a month so you can survive the depravations of Juneteenth.

OP, when I was a contractor and we couldn’t go into the fed office on holidays, they made us come in and sit shoulder to shoulder at contractor HQ “working” on “projects” on those days that they could then bill for.
You bet your a$$ I would rather have stayed home with my kids and been unpaid those days. But that wasn’t a choice, or something I wanted to use my small number of paid days off for and it was highly discouraged anyway. That contractor really sucked.
If you don’t like it, become a fed. Lots of hiring going on now. The pay might be lower (I took a pay cut to get in) but it can be worth it depending on what’s going on important to you. If you’re allowed to take the day off and just not get paid (and you can do it without looking bad) then do it.

You’ll also have to use PTO on days OPM closes the federal government . That’s pretty rare though as there’s only a blizzard every 5 or so years

1. Check and see if your office will let contractors come in. We often have contractors working the minor holidays. We have a policy where they have to ask for staff approval, and I always give it,

2. Talk to your company about training and completing mandatory tasks on the minor holidays.

3. Start looking for another contract with better benefits. Only 10 days total for sick and vacation is BS. I don’t know any fed contractor with that bad of a deal, but they all have clearances. I bet you looked for the biggest salary, which is not always the best deal.

Anonymous wrote:

Anonymous wrote:How is this different than any of the other workers who are unable to warn wages when their workplace is closed for holidays or other reasons?

You get paid to work. If you don't work, you don't get paid. The fact that you even have PTO is a perk that many workers do not have.

Get over yourself.

Then let me work that day . They won’t hence why I’m forced to use PTO

You keep saying "forced to use PTO." That translates to "get paid not to work." You are fortunate.

OP with the amount of time you’ve spent arguing on this thread you could have applied to a dozen jobs. Focus your energy on finding a job that provides more than 10 days of PTO. That is sub-par. Even SCA jobs require employers to offer more.

Anonymous wrote:

Anonymous wrote:How is this different than any of the other workers who are unable to warn wages when their workplace is closed for holidays or other reasons?

You get paid to work. If you don't work, you don't get paid. The fact that you even have PTO is a perk that many workers do not have.

Get over yourself.

Then let me work that day . They won’t hence why I’m forced to use PTO

They don't need your services. No business is obligated to "let you work" when they don't need you *and* it is not in your contract to do so.

Anonymous wrote:How is this different than any of the other workers who are unable to warn wages when their workplace is closed for holidays or other reasons?

You get paid to work. If you don't work, you don't get paid. The fact that you even have PTO is a perk that many workers do not have.

Get over yourself.

Then let me work that day . They won’t hence why I’m forced to use PTO

Fed contractor companies normally offer 7 set "major" holidays like Thanksgiving and 3 floating holidays to use when people can't work because government offices are closed. Not everyone is allowed to do paid training and write proposals in this situation. The PTO in private sector is not nearly as generous as in the federal government, and often there is no separate sick time. Now that there are 12 public holidays, contractors are even deeper in the PTO hole because of the additional holiday when they are unable to bill hours. The situation was not great before and is worse now.
Decent companies will adjust PTO in 2022, but not every company will do that.

How is this different than any of the other workers who are unable to warn wages when their workplace is closed for holidays or other reasons?

You get paid to work. If you don't work, you don't get paid. The fact that you even have PTO is a perk that many workers do not have.

Get over yourself.

Anonymous wrote:In 2022 I will again will have to use leave or lwop

What did you do during the pandemic? On holidays that are federal holidays but not corporate holidays, we are allowed to work from our home office or telework.

So schedule a vacation or a doctors appt around Juneteenth.

And get a new job. It’s a fantastic market to be applying for jobs. Don’t let yourself stay in a job you don’t want to be in. Sheesh

Anonymous wrote:

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

Yes, it is. It is time off, and you are paid for it. This is legal under FLSA. Barring any state restrictions that might apply, it is legal for your employer to dictate the scheduling of 100% of your PTO. That doesn't make it not PTO.

Where are you getting this idea?