How much PTO? Did you know that APD used to be paid? We got a whopping 2 days of PTO per year.

Isn’t vacation the same thing? 270 hours of PTO isn’t happening. 100 hours of PTO isn’t happening. 15-16 hours might be possible. At a certain point, it isn’t worth fighting. Just increase vacation. We have IVD’s (which pay something), and APD’s (which don’t pay). We have a ton of tools for controlling schedule. I’m content with current system.

I’m not a company man, but I feel like I have been around long enough to know more than you. I know what is and isn’t possible. Our sick leave is industry leading. That is why company is always trying to make gains in that section.

We do too. We have up to 6 days a year of PTO

Interesting, I didn't know that.

I thought we had a form of potential vacation movement that depends on staffing and pays out of the vacation bank.

I'm all for trying to make as much money as possible, but messing with our sick policy is a step too far. We don't need to monetize everything. It's the best forced QOL feature we got. Only place I've worked at where this policy actually makes me feel incentivized to call in sick when I need to.

And guys wanna accrue it so after a 25-30 yr career they can cash out one used Honda Civic's worth of money seems so shortsighted. Leave it alone.

Those little sniffles that you're such a manly man that you're thinking of just pushing through? JUST. CALL. IN. SICK.

-Accrue vacation weeks sooner
-More IVDs
-Paid APD and 5:15 pay if requested during APD holiday and denied.

That's what PTO effectively is. You get a bank of time to use as you see fit. Yes, there are some restrictions to their use above that of sick, but outside of holiday restrictions, there really isn't a time you can't use them

IVDs? Those only pay whatever the valve of a vacation day is. We need a form of PTO that pays the trip value.

So nondiscretionary use of accrued vacation is PTO? We are working with different definitions.

I want to see our sick allow care of family members.

If my wife is bedridden with illness (has happened before) like she needs someone to bring her food/water and help her to the bathroom, I should be able to call out sick for that, no questions, no gray area, just "wife is sick, Im taking care of her"

My wife shattered her ankle playing soccer when I was still on probation. Luckily my neighbors were able to help her out. Because there was no way to legally call out sick and manning was too bad to PD/APD. That should never be a problem.

If I were to re-do our sick system, I would keep the hours the same, have some number be no note/penalty for taking care of family, doctors appointment moved to day you're working etc, and allow pre-verification.

Say take the 240 hours I get now, some number say 50-100 is "no verification needed" and the rest needs a QHCP note, but the QHCP can be done for anything.

Also, move the sick reset to your hire month so any May Flu/Pto-itis gets spread over the year.

Example. Jan reset. 240 hours. 80 no count.
January 21 hours, had a sinus infection, QHCP note
February nothing.
March nothing.
April, wife eats it on a mountain bike, stay home with her until she can comfortably drive. Miss 2 4 days. 42 hours no note.
May nothing
June sprain wrist at a motocross race. Use 80 hours. Dr note.
July nothing
August drop a 12 hour 2 day because I've gotten into poison ivy. No note.
September nothing
October nothing.
November 21 hours and note from NP from the annual ear infection.
December, kid eats it skiing, drop a 12 hour MEX to help wife deal with kid on crutches. No note.

122 hours notes provided.
66 no note
188 of 240 hours used. Zero CPO interaction and nothing outside the bounds of reasonable.

I don't disagree that the value of ivds is too low

You do have discretion. You can bid it in seniority to use it in 7 day blocks or you can use nearly one of the weeks to drop pretty much any two trips you want with and very limited exceptions

Do you know how PTO works for the rest of the company? It's called PPT at Delta, look it up.