My question involves labor and employment law for the state of: Indiana.
I previously worked for Gannett, at the Louisville Courier-Journal and the Lafayette Journal & Courier, from 2005 – 2008. The CJ re-hired me in January 2011. I worked as an AE for the CJ until about July/August 2011 when I accepted a position within the company as the Louisville rep for DealChicken.com. I subsequently left the company again in 2012 and was re-hired as a Key Account Manager at the Lafayette J&C in March 2016.
Shortly after I started back up in 2016, I had a call with Ginna Bonilla in HR to go over the basics (Kronos, insurance details, etc.). During that call, she walked me through Kronos and explained the PTO process. At that time, I had approximately 140 hours available to me. When I mentioned this, she said I must have been given credit for my previous work with Gannett.
So, I had 140 PTO hours in 2016 and a full 200 hours in 2017. For most of this year (2018), I had a 200 hour grant as well. Before Jacquelyn Wray, my direct report, went on maternity leave, she advised me to put in any PTO time I had planned so she could approve it. When I did so, my grant had been reduced from 200 hours to 120 hours.
Payroll is saying that my initial stint with Gannett from 2005-2008 is too long ago to count and that my second stint with Gannett from 2011-2012 doesn't count because some of that work was with DealChicken.com, which is now a Tegna company and Tegna time cannot be counted either.
Given the fact that I have operated on a 200 hour PTO balance since March 2016 and have planned my year accordingly, my hope is that my grant can be increased to 200 hours again based on my previous work with Gannett.
To be clear, my offer letter does say I should have 120 PTO hours. However, this was immediately contradicted on my initial HR call and not challenged by anybody in management, HR, or payroll for the past two years.
Conveniently, my job has just been eliminated so the above PTO issue has evolved into an unemployment benefits issue. Gannett offers transition pay based on the years one has worked for the company. Since my years with the company just went from 7 to 2, my transition pay did the same.
So, my question is can Gannett reduce my PTO from 200 to 120 without notification or process?
I previously worked for Gannett, at the Louisville Courier-Journal and the Lafayette Journal & Courier, from 2005 – 2008. The CJ re-hired me in January 2011. I worked as an AE for the CJ until about July/August 2011 when I accepted a position within the company as the Louisville rep for DealChicken.com. I subsequently left the company again in 2012 and was re-hired as a Key Account Manager at the Lafayette J&C in March 2016.
Shortly after I started back up in 2016, I had a call with Ginna Bonilla in HR to go over the basics (Kronos, insurance details, etc.). During that call, she walked me through Kronos and explained the PTO process. At that time, I had approximately 140 hours available to me. When I mentioned this, she said I must have been given credit for my previous work with Gannett.
So, I had 140 PTO hours in 2016 and a full 200 hours in 2017. For most of this year (2018), I had a 200 hour grant as well. Before Jacquelyn Wray, my direct report, went on maternity leave, she advised me to put in any PTO time I had planned so she could approve it. When I did so, my grant had been reduced from 200 hours to 120 hours.
Payroll is saying that my initial stint with Gannett from 2005-2008 is too long ago to count and that my second stint with Gannett from 2011-2012 doesn't count because some of that work was with DealChicken.com, which is now a Tegna company and Tegna time cannot be counted either.
Given the fact that I have operated on a 200 hour PTO balance since March 2016 and have planned my year accordingly, my hope is that my grant can be increased to 200 hours again based on my previous work with Gannett.
To be clear, my offer letter does say I should have 120 PTO hours. However, this was immediately contradicted on my initial HR call and not challenged by anybody in management, HR, or payroll for the past two years.
Conveniently, my job has just been eliminated so the above PTO issue has evolved into an unemployment benefits issue. Gannett offers transition pay based on the years one has worked for the company. Since my years with the company just went from 7 to 2, my transition pay did the same.
So, my question is can Gannett reduce my PTO from 200 to 120 without notification or process?
Compensation and Overtime: Pto Reduced in Indiana
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