TLDR: I recently left my job after 2 years due to mental exhaustion and burnout. Found out HR changed the PTO accrual policy 2 days before my last day. I’m now receiving a payout of 6.5 hours instead of the 72 hours in my original balance.
Some background:
I was one of the first hires in my department at a small startup, frequently doing multiple jobs and training new employees. I saw this position as my opportunity to learn a lot and grow within the company. I was frequently praised and promised promotions (both verbal and in writing). In hindsight, they could have hired 2-3 people for the work I was doing but the company culture was amazing, so I didn’t really complain.
Fast forward two years, the economy sucks and after multiple rounds of layoffs and massive turnover, company moral is at an all-time low. Several people from my department including my manager and work bestie resigned, so I finally received that promotion. I practically had to beg for a raise that aligned with market rate for the title. The whole negation experience and having to manage/train 3 new employees who have no experience made it clear that I needed a new job.
Then upper management brings in Libby* as the new head of HR to “improve company culture” and “create benefits and incentives”. It’s been three months and she has:
1) Changed the pay cycle for all employees at the last minute, so we only receive one paycheck during the transition period (3.5 weeks). One of my direct reports is a woman nearing retirement age and supports 3 people. Missing an entire paycheck that month would mean missing rent or not getting her husband’s medication. She brought this up with HR immediately and Libby claimed they gave ample notice and are covered legally. A friend of the family ended up loaning her money.
2) Capped yearly raises at 3% (despite inflation being 5%) and promotion raises at 5%. After year-end reviews, long-term employees were still making less than people hired in the last few months.
3) 10% yearly discretional bonuses that were basically guaranteed became 5-6% bonuses.
4) Changed company PTO policy – Original was 160 hours given at the beginning of the year and no cap on rollover. New policy (changed retroactively!!) is 160 hours that accrue through the year and 40 hour cap on rollover. On the day of my resignation, I had 72 total hours or 9 days of PTO that they were obligated to pay out per my contract. The new policy went into effect 2 days before my last day and my balance was updated to 6.5 hours.
I’m livid because every single person who left before this policy change had their entire PTO balance paid out. I’ve brought this up with the director of my department, but he’s upset that I’m leaving so I don’t see this going anywhere. He made on off hand comment that I should have just taken vacation instead of two weeks notice, so seems like it's going to be an uphill battle.
Just looking for some advice on what I can possibly do to convince HR to make an exception for one of their oldest employees! A new CEO started last month and I was thinking of sending an email explaining my situation but I'm not sure how to word it politely.