Originally my office had a benefit that after THREE years of employment you got three weeks vacation?

Now, today, three months before I would have been eligible for that, there's a memo about now not getting three weeks until after your 5th year. Is it legal to change this now? I live in CT.

I don't have a contract, but I do have a benefit summary in writing. I probably don't have a leg to stand on here but you can imagine how p.o. I am...

While In Connecticut, language contained in an employee handbook can create an implied contract that may alter the status of an employee's relationship with his or her employer and create obligations for the employer that the employer may not have intended to create, unless I was able to read the questioned entries in your Guide, I can't advise as to if your particular situation would rise to the level necessary to sustain a lawsuit for breach or detrimental reliance.

That is a matter for a local employment law attorney.

Unless you have a contract, it's a benefit, not a right.

It's probably legal, but it is certainly unfair. The change should should only apply to people hired after the change takes place.

I think you should call you state labor department, and see if they have any rules about "grandfathering" such benefits.

At the very least, your company is breaching a promise that it made to you.

Sadly, yes it is. Benefits can (and will) be changed as the business feels like it. Look carefully as the change may be altered to increase 'sick' days, or personal days. The same thing happened to me - except we got additional sick and personal days (which added up to an additional week... So, I just have personal issues and sicknesses that add up to a week (coincidencely)

Generally speaking, you are most likely out of luck. The anti-worker environment that is U.S. business has created an atmosphere such that most corporations can legally get away with all manner of employee restriction and abuse.

However, if you would like to attempt to retain your vacation time, consult your human resources person and request that those workers, such as yourself, who were so close to earning the three week vacation, be permitted to retain that privelege as it was originally stated.

Otherwise, your only other recourse would be to consult your local union chapter about taking action and/or negotiating a compromise. This assumes that you do, in fact, belong to a union.

You should definitely be "grandfathered" and excluded from this rule. Did the memo mentiuon an effective date of this? I would take this to a manager. it can't hurt to ask. My husband went through this at his place of employment, and he went to his manger when the new employee handbooks came out. The company had an effective date put into place and he got his third week according to the old rules.

I would be po'd too if I were you!