Given the current wave of layoffs, my U.S. company is advocating for almost 100 hours of training this fiscal year. This covers the standard mandatory courses like anti-harassment, diversity, cybersecurity, and the like.
Besides these, we're expected to identify additional job-related training to meet the quota or benchmark. In all my years in the corporate sector, there's always been a separate charge code for training to ensure we don't bill our clients directly for personal enrichment. But that's not the case here, and I've checked, so for training we are using the same charge code used to charge our customers.
Wondering if I shouldn't push it and just stash this tidbit away for a rainy day, you know, like having some spicy pics of the boss at last year's Christmas party?