teen persuasion
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Post by teen persuasion on Sept 24, 2019 10:18:00 GMT -5
DH wants to hike the AT.
He's teaching (again), and his new school has a 12 month contract - that is, he's expected to teach 6 weeks of summer school, but gets a few weeks off before and after summer school.
He later heard there's an option to switch to a 10 month contract to have the summer off, but can only do it once every so many years. Thought that might be an option to keep in his back pocket for the future.
A few weeks into the new school year, and he decides he wants to hike the AT next summer, and marches into HR to let them know he wants next summer off. They sign him up immediately, because apparently they switch you to prorated paychecks beginning at the start of the year (um, wait, I'm thinking, haven't you already received at least one paycheck?) and hand DH a post-it with 2 numbers: $46,849 and $39,208. Supposedly his current annual salary and the new, prorated one.
I start crunching numbers, and can't make sense of it. First, his current number doesn't reflect his current payrate on his pay stubs (after a couple contract and step increases that went thru on the last few payrolls). And the reduced number isn't any sensible fraction of either the real or post-it current payrate. Which raises the question: how many weeks pay are you losing? Just the six weeks you'd teach summer school, or the entire 10-ish week summer break?
This morning, he calls me from work - HR called him to let him know they'd have to chop another $10 off each week/paycheck (unclear) because something something 10 month contract can't accommodate recent step increase, blah, blah. They can bill us for medical coverage, or double it up on the previous 4 paychecks. Does he still want to do it? Makes even less sense to me now - can they call ME and explain it (because DH hates this kind of discussion and just zones it all out and asks no questions). He tries, nope, won't talk to me, but have a few new numbers: a new current salary that matches his pay stubs, and a reduced number that is (bi-weekly - $20)*22. So apparently they don't actually reduce your pay and spread it over the whole year, they just don't pay you for 2 months (hence the "10 month contract term" that DH thought was just a fuzzy nickname). Still want to do it? Um, no, I never thought it was a good plan, but to lose an extra paycheck (over the teaching summer school schedule) PLUS an extra $20 per paycheck for a year just because? What other things might get fouled up because of the 10 vs 12 month contract differences: teacher retention bonus, HSA matching, 403b matching, health insurance employer contributions?
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 10:30:14 GMT -5
It's especially frustrating because we are so close to being able to have him just stop working (if he wants) or take a fun job doing something different like park ranger (or whatever). And with DS5 in HS we are in a spot for a few years where we should try to earn as much as possible now, and pull way back when our tax returns will hit on DS5's FAFSA (2021-25). Seriously, Hon, can't this wait one more year?
I'd rather DH ease into serious hiking, rather than throw himself in sink-or-swim style with no prep. Try a shorter term hike, to see how it goes, work out the kinks, figure out what equipment you need/want/prefer. Then a somewhat longer, more challenging one. THEN the AT.
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gs11rmb
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Post by gs11rmb on Sept 24, 2019 10:33:06 GMT -5
DH wants to hike the AT. He's teaching (again), and his new school has a 12 month contract - that is, he's expected to teach 6 weeks of summer school, but gets a few weeks off before and after summer school. He later heard there's an option to switch to a 10 month contract to have the summer off, but can only do it once every so many years. Thought that might be an option to keep in his back pocket for the future. A few weeks into the new school year, and he decides he wants to hike the AT next summer, and marches into HR to let them know he wants next summer off. They sign him up immediately, because apparently they switch you to prorated paychecks beginning at the start of the year (um, wait, I'm thinking, haven't you already received at least one paycheck?) and hand DH a post-it with 2 numbers: $46,849 and $39,208. Supposedly his current annual salary and the new, prorated one. I start crunching numbers, and can't make sense of it. First, his current number doesn't reflect his current payrate on his pay stubs (after a couple contract and step increases that went thru on the last few payrolls). And the reduced number isn't any sensible fraction of either the real or post-it current payrate. Which raises the question: how many weeks pay are you losing? Just the six weeks you'd teach summer school, or the entire 10-ish week summer break? This morning, he calls me from work - HR called him to let him know they'd have to chop another $10 off each week/paycheck (unclear) because something something 10 month contract can't accommodate recent step increase, blah, blah. They can bill us for medical coverage, or double it up on the previous 4 paychecks. Does he still want to do it? Makes even less sense to me now - can they call ME and explain it (because DH hates this kind of discussion and just zones it all out and asks no questions). He tries, nope, won't talk to me, but have a few new numbers: a new current salary that matches his pay stubs, and a reduced number that is (bi-weekly - $20)*22. So apparently they don't actually reduce your pay and spread it over the whole year, they just don't pay you for 2 months (hence the "10 month contract term" that DH thought was just a fuzzy nickname). Still want to do it? Um, no, I never thought it was a good plan, but to lose an extra paycheck (over the teaching summer school schedule) PLUS an extra $20 per paycheck for a year just because? What other things might get fouled up because of the 10 vs 12 month contract differences: teacher retention bonus, HSA matching, 403b matching, health insurance employer contributions? So, he said that he doesn't want to do it after all?
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GRG a/k/a goldenrulegirl
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Post by GRG a/k/a goldenrulegirl on Sept 24, 2019 10:57:11 GMT -5
His ”schedule” won’t work. I have a co-worker who hiked the AT from Georgia to Maine this year. He started in February and finished in July. Folks who are serious about the hike know how to time it to avoid the horseflies/greenheads, etc., to catch the good weather as it moves north, and to avoid all the crowds of folks who THINK they can just go hike it. My co-worker — a 20-year-old in fabulously fit condition — prepared and trained for 2 years and still had some lower body injuries. It is NOT a walk along a level, groomed, trail. Also, will you have time to meet him at various points to re-supply him?
I suggest you both do some research on the hike. There are some really good websites out there with tips, schedules, etc. Maybe he could do the 7 Hut hike in New Hampshire as a SHORT preview of the reality of hiking 2,200 miles.
DH and I hope to hike some the AT at some point, but he would get a big NOPE from me if he came to me with your DH’s scheme.
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 10:58:13 GMT -5
Sorry, no, HR was asking him, and he was asking me, and I had to disappoint him and say that I wasn't comfortable agreeing to this garbled situation RIGHT NOW that would affect so many unknowns. He could decide to do it if he wanted, but I told him *I* don't like it. Guess I'm just ranting - his employer has created this option, but apparently can't articulate how it works at all. It needs to be triggered at the beginning of a year (even that is part of the fuzziness, I'm used to a July 1 fiscal year, so summer school is the beginning, not the end as here, apparently), we thought to spread out payroll, but that's not happening, either, so Logistics is my contribution to the family engine. Employers who won't communicate with ME make this so much more difficult, because DH doesn't want to deal with it, and can't efficiently. So DH jumping the gun on "retirement" pursuits and cutting income prematurely puts a wrench in the plans I thought we had in the works. He can either continue on at full speed and reach FIRE very soon, or slow down but delay reaching full freedom, not both. The other part of the logistics thing plays into my apprehension about his thru hike. I'm usually the one handling the nitpicky details for trips, camping, especially food. Not sure how far he'll get doing this on his own. I'm not yet ready to quit working, I wanted to ease out of my position gradually in a few years, probably to coincide with no longer having a minor and his school schedule to deal with. If DH takes off, I'm left to manage everything at home, and possibly rescue him if things end not-so-perfectly.
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 11:08:19 GMT -5
His ”schedule” won’t work. I have a co-worker who hiked the AT from Georgia to Maine this year. He started in February and finished in July. Folks who are serious about the hike know how to time it to avoid the horseflies/greenheads, etc., to catch the good weather as it moves north, and to avoid all the crowds of folks who THINK they can just go hike it. My co-worker — a 20-year-old in fabulously fit condition — prepared and trained for 2 years and still had some lower body injuries. It is NOT a walk along a level, groomed, trail. Also, will you have time to meet him at various points to re-supply him? I suggest you both do some research on the hike. There are some really good websites out there with tips, schedules, etc. Maybe he could do the 7 Hut hike in New Hampshire as a SHORT preview of the reality of hiking 2,200 miles. DH and I hope to hike some the AT at some point, but he would get a big NOPE from me if he came to me with your DH’s scheme. Exactly where I'm at. His "plan" at this point is to start at Katahedin (sp?) and hope to get to MD where our daughter is by the end of summer. The resupplying thing is a huge unknown, those logistics that he conveniently glosses over. He's been following blogs or something about it, but still... He's been running, and was doing local day hikes (but more so last year than this year). We never got camping this summer, so no hikes recently, and our camping has always been car camping. He/we have never hiked with a full pack carrying everything, setting up a tent each night. Hello, he'd need a backpacking tent, ours is a huge 8 man tent from when we took all the kids along.
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sheilaincali
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Post by sheilaincali on Sept 24, 2019 11:31:47 GMT -5
My nephew loves hiking. He planned for his honeymoon to be spent hiking the AT. He was a boy-scout so obviously he knew what he was doing . He and his wife lasted 3 days. She was miserable every minute of the trip. This was a few years ago but at the time they were maybe 24? 25? years old. All I can think reading your OP and comments is "that's not going to end well". Sorry- my Hubs is the same way he doesn't always pay attention to the fine print and the details before he jumps on some idea.
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giramomma
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Post by giramomma on Sept 24, 2019 11:33:10 GMT -5
Are you guys in a position to deal if your husband gets seriously injured, or worse? Have you researched medical care along the trail?
My coworker that passed away prematurely did so from a head injury while hiking. This was on the John Muir trail. Slipped on a small patch of ice. Apparently, it wasn't his first close call with accidents while hiking. He hiked glacier with a group and had a pretty serious accident there. My coworker was in fabulous shape. He was prepared. Accidents happen.
At least with the serious injuries we've had affect our family, lately, it's not apparent that there are severe injuries going on.
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raeoflyte
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Post by raeoflyte on Sept 24, 2019 11:52:27 GMT -5
Are you guys in a position to deal if your husband gets seriously injured, or worse? Have you researched medical care along the trail?
My coworker that passed away prematurely did so from a head injury while hiking. This was on the John Muir trail. Slipped on a small patch of ice. Apparently, it wasn't his first close call with accidents while hiking. He hiked glacier with a group and had a pretty serious accident there. My coworker was in fabulous shape. He was prepared. Accidents happen.
At least with the serious injuries we've had affect our family, lately, it's not apparent that there are severe injuries going on.
I don't disagree that accidents happen, but I hate the idea that you shouldn't do things because they might be dangerous that is applied to things like this.
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hoops902
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Post by hoops902 on Sept 24, 2019 12:04:43 GMT -5
Are you guys in a position to deal if your husband gets seriously injured, or worse? Have you researched medical care along the trail?
My coworker that passed away prematurely did so from a head injury while hiking. This was on the John Muir trail. Slipped on a small patch of ice. Apparently, it wasn't his first close call with accidents while hiking. He hiked glacier with a group and had a pretty serious accident there. My coworker was in fabulous shape. He was prepared. Accidents happen.
At least with the serious injuries we've had affect our family, lately, it's not apparent that there are severe injuries going on.
I don't disagree that accidents happen, but I hate the idea that you shouldn't do things because they might be dangerous that is applied to things like this. I think that relates directly to HOW dangerous something "like this" is in your mind. It's certainly more of a consideration if you place the chance of serious injury at 2% vs .001%.
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giramomma
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Post by giramomma on Sept 24, 2019 12:11:04 GMT -5
Are you guys in a position to deal if your husband gets seriously injured, or worse? Have you researched medical care along the trail?
My coworker that passed away prematurely did so from a head injury while hiking. This was on the John Muir trail. Slipped on a small patch of ice. Apparently, it wasn't his first close call with accidents while hiking. He hiked glacier with a group and had a pretty serious accident there. My coworker was in fabulous shape. He was prepared. Accidents happen.
At least with the serious injuries we've had affect our family, lately, it's not apparent that there are severe injuries going on.
I don't disagree that accidents happen, but I hate the idea that you shouldn't do things because they might be dangerous that is applied to things like this. I know. I did hesitate to post. My intention was not to scare.
I should have added that I don't think this is the norm. But, I don't know that we can 100% take our safety for granted, either.
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 12:31:47 GMT -5
Asking about potential for injuries/accidents is ok. It's on my mind, too. Especially if DH's planning on going alone. And given his track record for overreaching.
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 12:54:23 GMT -5
My nephew loves hiking. He planned for his honeymoon to be spent hiking the AT. He was a boy-scout so obviously he knew what he was doing . LOL. Reminds me of a end-of-school camping trip planned by a bunch of DS4's friends. The ones who were eagle scouts had these grand plans, one had a cast iron Dutch oven he was going to cook *something* in. We camped frequently in the past, so DS4 just asked me for a few ideas about what to bring and rolled with it. The boy scouts forgot matches, and other essential items that DS4 grabbed. They also struggled to start a fire, but DS4 is used to doing it for our woodstove. He kept the fire alive all day for Will's culinary attempt, and when it was obvious it wasn't working out as expected, he changed tactics to get it to edible status before midnight. He was less than pleased that the others were letting raccoons eat the leftovers off their dirty plates (while he was washing up his dishes, the only one to think to bring dish soap). They'd been warned about the raccoons, but thought it was funnier to name the raccoons than shoo them off or put food away.
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GRG a/k/a goldenrulegirl
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Post by GRG a/k/a goldenrulegirl on Sept 24, 2019 13:21:05 GMT -5
Are you guys in a position to deal if your husband gets seriously injured, or worse? Have you researched medical care along the trail?
My coworker that passed away prematurely did so from a head injury while hiking. This was on the John Muir trail. Slipped on a small patch of ice. Apparently, it wasn't his first close call with accidents while hiking. He hiked glacier with a group and had a pretty serious accident there. My coworker was in fabulous shape. He was prepared. Accidents happen.
At least with the serious injuries we've had affect our family, lately, it's not apparent that there are severe injuries going on.
I don't disagree that accidents happen, but I hate the idea that you shouldn't do things because they might be dangerous that is applied to things like this. I agree, but there is a time and place for everything. With a kiddo still at home, and a vague plan, this is not the time nor place.
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Post by The Walk of the Penguin Mich on Sept 24, 2019 13:25:12 GMT -5
I don't disagree that accidents happen, but I hate the idea that you shouldn't do things because they might be dangerous that is applied to things like this. I know. I did hesitate to post. My intention was not to scare.
I should have added that I don't think this is the norm. But, I don't know that we can 100% take our safety for granted, either.
There are a LOT of hikers that are injured or killed, probably more than most would realize. We see it locally because I live in a very popular hiking area, so I don’t think this is unusual or rare. There are lots of inexperienced hikers, but a good batch of experienced ones too. In fact, my CAD teacher who is incredibly experienced hiking had to be airlifted out after he broke his leg badly, which required surgery. This happened over our summer break. He was laid up 2 months, and finally got mobile in his third month after the accident.
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Post by Deleted on Sept 24, 2019 13:46:49 GMT -5
I absolutely LOVE hiking. It makes me happier than almost anything, and I would freaking jump on the chance to do something like this if I didn't have kids at home. But hiking the AT alone is a bad idea.
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happyhoix
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Post by happyhoix on Sept 24, 2019 14:12:31 GMT -5
Sorry, no, HR was asking him, and he was asking me, and I had to disappoint him and say that I wasn't comfortable agreeing to this garbled situation RIGHT NOW that would affect so many unknowns. He could decide to do it if he wanted, but I told him *I* don't like it. Guess I'm just ranting - his employer has created this option, but apparently can't articulate how it works at all. It needs to be triggered at the beginning of a year (even that is part of the fuzziness, I'm used to a July 1 fiscal year, so summer school is the beginning, not the end as here, apparently), we thought to spread out payroll, but that's not happening, either, so Logistics is my contribution to the family engine. Employers who won't communicate with ME make this so much more difficult, because DH doesn't want to deal with it, and can't efficiently. So DH jumping the gun on "retirement" pursuits and cutting income prematurely puts a wrench in the plans I thought we had in the works. He can either continue on at full speed and reach FIRE very soon, or slow down but delay reaching full freedom, not both. The other part of the logistics thing plays into my apprehension about his thru hike. I'm usually the one handling the nitpicky details for trips, camping, especially food. Not sure how far he'll get doing this on his own. I'm not yet ready to quit working, I wanted to ease out of my position gradually in a few years, probably to coincide with no longer having a minor and his school schedule to deal with. If DH takes off, I'm left to manage everything at home, and possibly rescue him if things end not-so-perfectly. Can DH ask if there is a hand out or a website you could look at that explains this? I would think something as big as a school system would have some kind of written benefits document somewhere.
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happyhoix
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Post by happyhoix on Sept 24, 2019 14:17:37 GMT -5
I don't disagree that accidents happen, but I hate the idea that you shouldn't do things because they might be dangerous that is applied to things like this. I know. I did hesitate to post. My intention was not to scare.
I should have added that I don't think this is the norm. But, I don't know that we can 100% take our safety for granted, either.
I would lobby for him to go with someone else, just in case he gets sick/ falls/ gets lost etc., plus the AT has it's share of crime. It's just safer that way.
There's nothing wrong with hiking the AT in pieces. I know lots of people who have done two week 'legs' of the hike at a time, rather than trying to do the whole thing at once. Fits into your vacation schedule better, not as expensive as doing it all at once, and certainly less wear and tear on the body. Would he be up for that, or does he only want to do it in one fell swoop?
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 14:25:20 GMT -5
It's not a school district, it's an alternative school, and things are always a little fuzzy. Like, when he put in to switch from the residential side to the day side, each side has a slightly different time schedule, and one side had one more period than the other. Bizarre.
He did ask for a copy of the union contract, hoping for more details on all his options, but hasn't received it yet, and the deadline was NOW, today, to make a decision. They've actually been pretty great about doing it last minute (before they run payroll, I'm guessing), but either DH doesn't know the right questions to ask, or its just unusual enough that the odd quirks aren't hammered out. Both, probably.
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 14:34:44 GMT -5
I'd obviously prefer he not go alone. He wants to get a dog, to take along! Thanks, Hon, we're already caring for the rabbit you thought DS5 needed, and the chickens you got from a co-worker (before I was ready). And then you wonder why we can't get away camping more frequently. Attempting it in pieces would be my preference, too. Must be a male ego thing, the need to do as much as possible all at once. Come to think of it, he always pushes himself too fast/hard shoveling snow, and has to quit early, while I can do the whole driveway myself whenever I need to by pacing myself.
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oped
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Post by oped on Sept 24, 2019 14:50:48 GMT -5
I have a friend who has been hiking the at for 5-6 years now, a piece each year during her couple weeks off. One year she did break something and have to come off the trail.
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NastyWoman
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Post by NastyWoman on Sept 24, 2019 15:12:16 GMT -5
For obvious reasons I know little to nothing about hiking the AT, but I know several people who are (or have) hike(d) to Santiago the Compostela. Most of them have done this in stages. Even DS2, who decided to do this between his freshman and sophomore year in college, did not quite finisjh the walk. Starting in the Netherlands to Satiago was ~1270 miles but he and his buddies decided to "cheat" and took a train from somwhere south of Paris to Biarritz (? not sure about the Biaritz part but I believe it to be correct) thereby cutting the distance by quite a bit. These were kids at the peak of their physical fitness who hikes a lot and even they thought it was better not to overdo it.
ETA: that was the year I discovered that the bull run in Pamplona was not a one day affair but a one week affair, as in a Tuesday call at work that went: "mom you don't have to worry. I ran with the bulls yesterday and I am 100% fine". Until then I believed the running was only done on the Sunday before that so I had not worried at all since I knew he would miss that day. His red neck kerchief is still one of his proud possessions... just wait until his own sons are old enough to pull stunts like this
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Post by Deleted on Sept 24, 2019 19:33:23 GMT -5
teen persuasion, you are running into the realities of a teaching contract. People think we get paid for the summer break, but we actually don't. They take what we earn for 10 months of work and spread it over 12. I gather that is not an option for your DH? It would lessen the hurt in the summer, but there would still be pain. Two months off without pay would make me very uncomfortable. You aren't getting two months off without pay, are you? I'd remind him that we are a team, and teams have to pull together. It is great to have a goal like that, but do the bills get paid? Can you still secure your future? My husband told me today that my common sense was annoying. He meant it as criticism, but I took it as a compliment. Not many people ( hoops902 included) are impressed with my common sense. P.S. I am teasing you, Hoops.
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 20:15:39 GMT -5
At DH's previous school, the school staff were paid biweekly 21 times a year, none during the 10 weeks of summer break, unless they taught summer school, where they got paid extra for the 6 weeks of summer school, but not the 2 weeks each off before and after summer school. So I'm used to spreading his pay across the year, even when he was the sole breadwinner.
His current school has a 12 month contract (union, now) so he's expected to teach summer school, it's not *extra*. Still 6 weeks teaching, still approx 2 weeks each before and after which are paid holiday, just like winter or spring break. He learned there's an option to switch to a 10 month contract, with no summer school. The part I find outrageous is that he takes a pay cut ($20 less per paycheck), and he foregoes FOUR summer paychecks, not 3 that corresponds to the 6 weeks of teaching. It's also very unclear how benefits might be impacted - they offered to bill him for medical, or double deduct for the 4 pay periods before the summer, but what about that quarter's HSA match, etc.?
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teen persuasion
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Post by teen persuasion on Sept 24, 2019 20:31:16 GMT -5
An interesting question is whether DH could accumulate enough PTO to take off those 6 weeks. He's not sure how it accrues, if there's a cap, if he can bank it, etc. Still waiting for that document.
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Miss Tequila
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Post by Miss Tequila on Sept 24, 2019 20:40:10 GMT -5
I would give up 2 months of salary to get the summer off. In a freaking heartbeat! I don’t need more money, I want the time!
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tskeeter
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Post by tskeeter on Sept 24, 2019 21:19:12 GMT -5
Sorry, no, HR was asking him, and he was asking me, and I had to disappoint him and say that I wasn't comfortable agreeing to this garbled situation RIGHT NOW that would affect so many unknowns. He could decide to do it if he wanted, but I told him *I* don't like it. Guess I'm just ranting - his employer has created this option, but apparently can't articulate how it works at all. It needs to be triggered at the beginning of a year (even that is part of the fuzziness, I'm used to a July 1 fiscal year, so summer school is the beginning, not the end as here, apparently), we thought to spread out payroll, but that's not happening, either, so Logistics is my contribution to the family engine. Employers who won't communicate with ME make this so much more difficult, because DH doesn't want to deal with it, and can't efficiently. So DH jumping the gun on "retirement" pursuits and cutting income prematurely puts a wrench in the plans I thought we had in the works. He can either continue on at full speed and reach FIRE very soon, or slow down but delay reaching full freedom, not both. The other part of the logistics thing plays into my apprehension about his thru hike. I'm usually the one handling the nitpicky details for trips, camping, especially food. Not sure how far he'll get doing this on his own. I'm not yet ready to quit working, I wanted to ease out of my position gradually in a few years, probably to coincide with no longer having a minor and his school schedule to deal with. If DH takes off, I'm left to manage everything at home, and possibly rescue him if things end not-so-perfectly. Teen Persuasion, as retired financial manager who handled payroll activities for several decades, I’d be surprised if, as you contend, “his employer has created this option”. It would be much simpler for the school if all teachers worked the same schedule and got paid over the same time period. In my experience, the summer off option sounds like something that the teachers proposed through their union. And that the union negotiated into the contract. One of those situations where the union proposes and expects the employer to figure out how to make the proposal into reality. As a payroll administrator, I always hated that the folks negotiating contracts never had to administer the contracts they agreed to. If they had to do the administration, they would never agree to proposals that would be extremely difficult to administer.
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hoops902
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Post by hoops902 on Sept 25, 2019 8:01:47 GMT -5
Sorry, no, HR was asking him, and he was asking me, and I had to disappoint him and say that I wasn't comfortable agreeing to this garbled situation RIGHT NOW that would affect so many unknowns. He could decide to do it if he wanted, but I told him *I* don't like it. Guess I'm just ranting - his employer has created this option, but apparently can't articulate how it works at all. It needs to be triggered at the beginning of a year (even that is part of the fuzziness, I'm used to a July 1 fiscal year, so summer school is the beginning, not the end as here, apparently), we thought to spread out payroll, but that's not happening, either, so Logistics is my contribution to the family engine. Employers who won't communicate with ME make this so much more difficult, because DH doesn't want to deal with it, and can't efficiently. So DH jumping the gun on "retirement" pursuits and cutting income prematurely puts a wrench in the plans I thought we had in the works. He can either continue on at full speed and reach FIRE very soon, or slow down but delay reaching full freedom, not both. The other part of the logistics thing plays into my apprehension about his thru hike. I'm usually the one handling the nitpicky details for trips, camping, especially food. Not sure how far he'll get doing this on his own. I'm not yet ready to quit working, I wanted to ease out of my position gradually in a few years, probably to coincide with no longer having a minor and his school schedule to deal with. If DH takes off, I'm left to manage everything at home, and possibly rescue him if things end not-so-perfectly. Teen Persuasion, as retired financial manager who handled payroll activities for several decades, I’d be surprised if, as you contend, “his employer has created this option”. It would be much simpler for the school if all teachers worked the same schedule and got paid over the same time period. In my experience, the summer off option sounds like something that the teachers proposed through their union. And that the union negotiated into the contract. One of those situations where the union proposes and expects the employer to figure out how to make the proposal into reality. As a payroll administrator, I always hated that the folks negotiating contracts never had to administer the contracts they agreed to. If they had to do the administration, they would never agree to proposals that would be extremely difficult to administer. I'm just guessing, but the school probably doesn't need ALL of their teachers to work summer school. Nor do they want to then pay all of them for being at the school when they are not needed. This sounds to me exactly like what a school would propose for their own needs. It would be SIMPLER if the teachers all worked the same schedule, but that would mean them all working 12 months...which would be ridiculously wasteful since they almost certainly aren't all needed during the summer break.
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teen persuasion
Senior Member
Joined: Dec 20, 2010 21:58:49 GMT -5
Posts: 4,042
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Post by teen persuasion on Sept 25, 2019 12:09:44 GMT -5
I would give up 2 months of salary to get the summer off. In a freaking heartbeat! I don’t need more money, I want the time! Yes, but would you take a pay cut every payday for a year, plus skip 4 paychecks to get 3 pay periods off? That's the part I don't agree with.
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teen persuasion
Senior Member
Joined: Dec 20, 2010 21:58:49 GMT -5
Posts: 4,042
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Post by teen persuasion on Sept 25, 2019 12:14:28 GMT -5
Sorry, no, HR was asking him, and he was asking me, and I had to disappoint him and say that I wasn't comfortable agreeing to this garbled situation RIGHT NOW that would affect so many unknowns. He could decide to do it if he wanted, but I told him *I* don't like it. Guess I'm just ranting - his employer has created this option, but apparently can't articulate how it works at all. It needs to be triggered at the beginning of a year (even that is part of the fuzziness, I'm used to a July 1 fiscal year, so summer school is the beginning, not the end as here, apparently), we thought to spread out payroll, but that's not happening, either, so Logistics is my contribution to the family engine. Employers who won't communicate with ME make this so much more difficult, because DH doesn't want to deal with it, and can't efficiently. So DH jumping the gun on "retirement" pursuits and cutting income prematurely puts a wrench in the plans I thought we had in the works. He can either continue on at full speed and reach FIRE very soon, or slow down but delay reaching full freedom, not both. The other part of the logistics thing plays into my apprehension about his thru hike. I'm usually the one handling the nitpicky details for trips, camping, especially food. Not sure how far he'll get doing this on his own. I'm not yet ready to quit working, I wanted to ease out of my position gradually in a few years, probably to coincide with no longer having a minor and his school schedule to deal with. If DH takes off, I'm left to manage everything at home, and possibly rescue him if things end not-so-perfectly. Teen Persuasion, as retired financial manager who handled payroll activities for several decades, I’d be surprised if, as you contend, “his employer has created this option”. It would be much simpler for the school if all teachers worked the same schedule and got paid over the same time period. In my experience, the summer off option sounds like something that the teachers proposed through their union. And that the union negotiated into the contract. One of those situations where the union proposes and expects the employer to figure out how to make the proposal into reality. As a payroll administrator, I always hated that the folks negotiating contracts never had to administer the contracts they agreed to. If they had to do the administration, they would never agree to proposals that would be extremely difficult to administer. Good point about the union angle - it could very well be. It's our first experience with a union, so there's a learning curve for us and figuring out how things work. Thanks for the insight.
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