If PTO isn’t paid out on termination, then PTO cannot be safely accrued.
The undersigned should state that this behavior leaves them with no choice but to draw down their PTO balance, perhaps starting a specific day next week.
But I wonder if the employees that weren’t in a state which requires paying out PTO balances had expected to be paid their PTO balance? Usually this is one of those things that’s addressed in the employment contract.
I obviously didn't get any of the PTO paid to me and in retrospect realize that I could have just taken my last two weeks off with the same outcome.
I was so sure that there must be some law that would force employer to pay out unused PTO, that I haven't even thought about researching it in advance. This was a rude "welcome to United States, bitch" awakening for me.
Don't most companies cap it at 5 days or something?
Simply: Corporate greed.
Or, executives trying to save any penny they can, so if the company is ever gobbled up by a large conglomerate, such as NBC or Combast, or merged with another media company, people like Jonah Peretti, Lenke Taylor and Ben Smith can laugh their way to the bank.
My understanding is that it is stated in the contract.
For counterexamples, see Vice, which negotiated a nearly 30% pay hike in their first union contract, and Slate, whose editorial union recently negotiated a $51,000 starting salary with annual pay increases.
Note that a union is not a guarantee against layoffs. See : the Huffington Post recently lost 15 of its unionized employees to a layoff. On the upside, they were contractually guaranteed severance pay - because they collectively bargained for it.
But it seems a bit late to complain about the terms of a contract after said contract has ended.
When you realize they don't care about you, they will feel it. And your pay will go up. I guarantee.
If a benefit isn't spelled out in black and white, it should be considered non-existent.
Example: I used to get a ham at Christmas time. This was a gift from the company (i.e not in my contact). We had a bad year in 2017 and there was no ham - that's fine.
Policies like this (PTO accruals, buybacks, etc.) are determined by HR policies that are unilaterally published by the company, but they aren't "guaranteed" by any means; HR policies can (and do) change at any time with no notice. So how does "reading my employment contract" protect me? They can just change the policy from "we'll buyback your unused PTO" to "you forfeit unused PTO" a week before the layoffs. I've actually seen this exact thing happen before. (end PTO buybacks then immediately enact mass layoffs)
Once I worked for a company for about 3 or 4 years during that time they dropped the 401(k) match completely (no advanced notice), dropped long term disability (maybe a week advanced notice), dropped max PTO accruals, and changed the health insurance significantly every single year, including changing the company managing the plan. Then there's always the classic "we're changing the PTO accrual schedule."
Do you people who apparently have "employment contracts" sign a new one every time your pay changes? Or benefits change? What if someone refused to sign the new one? Then they'd just get fired on the spot, so it's basically the same thing as a unilateral company directive, just with a lot of handwavings.
My own employer recently hired a handful of senior HR folks from Uber. They started after I joined. I hate it, but what can I do? I know they were present at Uber during Susan Fowler's very strange year; I don't know if they were actually the people making decisions. And if I preemptively quit, what is my guarantee that the next place will be any better?
Video is still king over there. I'd be curious to know how many videographers and video editors lost their jobs compared to reporters.
If it barks like journalism and wags its tail like journalism than is it not journalism? (it might also have fleas like a dog!)
Same argument for "trendy company".
I mean sure they can do that, but why can't we just have a set rule and stick with it?
Edit: oh only in CA
That this is about Buzzfeed News, a serious news site which has won serveral awards and honors for its reporting , not Buzzfeed, the listicle, pop culture, click-bait, gossip site .
That said, it's a bit tangential to the core issue here. People should get payed out for their accrued PTO.
Buzzfeed publishes gossip, entertainment, and online quizzes, as well as their news and in-depth reporting.
That aside, they should get paid for their PTO.
"Please respond to the strongest plausible interpretation of what someone says, not a weaker one that's easier to criticize. Assume good faith."
"Please don't comment about the voting on comments. It never does any good, and it makes boring reading.
So could you please review https://news.ycombinator.com/newsguidelines.html and not post like that to HN?
The concerns of labor should be given as much weight as the concerns of profit maximization.
Everyone has a different notion of what's "fair". How about we write down an agreement about it on paper before doing business with someone, sign it and then just stick to it?
I really wish these companies did a lot better because honestly now I just feel cynical about paying attention to what they’re publishing that I just try and avoid online media altogether.
Which on its own could support the idea that if a corporation can't self-govern to be fair to its current and former employees without asterisks and gotchas, some greater (e.g. government) or counter (e.g. union) authority should hold the company accountable.
I do believe that all BuzzFeed employees should be entitled to their PTO if they were misled to believe they would get it when they worked there. As for whether unionization or more regulation is necessary here, I do not know enough about the issue to form a strong opinion -- the above observation was just an observation.
The problem is when you say “same people” you’re just lumping everyone together and implying everyone at Buzzfeed news was trying to run articles that ruins a person’s life forever. That’s what you’re missing.
Because we're meant to learn as children that that's a dangerous and counter-productive path to go down.
If we're actually serious about expecting people to live up to the standards we're arguing for, we need to be willing to live up to them ourselves.
They may be annoying as all get-out in some aspects of their overall operation, but you’re claiming they make shit up?
It seems folks might have overlooked that bit of their employment. California is obviously a large exception. However, if an employer doesn't state that you get a particular benefit, or fails to explain how a benefit is managed, the onus falls on the employee to understand what they're signing on for. To expect otherwise drips of entitlement.
> No one at BuzzFeed told me not to use PTO. I had a lot saved because I was busy and wanted to be there for my team.
> I have worked more holidays than I can count, and have gone on tough reporting trips where I’ve worked 16-hour days for days in a row.
> I have about a month’s worth of comp days as a result. If I’d been laid off Friday, I wouldn’t have gotten paid for it.