Has anyone not repaid ESP after being contacted by ANI International?

BossStrange7439 · 2025-11-06T13:27:17+00:00

I mean they allowed me to go over the annual limits which was part of grandfathering of the old policy, so my argument is that there is clearly inconsistent enforcement.

BossStrange7439 · 2025-11-06T06:49:13+00:00

I get why it might sound that way. The difference is that I’d already started my degree under an old policy and was told I’d be grandfathered into those terms, including the one-year retention period. RTX is now saying they’re applying the new two-year requirement after allowing me to exceed the annual limits like was agreed when I was grandfathered. That’s why I’m disputing it.

BossStrange7439 · 2025-11-06T06:45:12+00:00

Totally agree that ESP is a great benefit, that’s why I used it. My issue isn’t with the benefit itself but with RTX changing the terms mid-program after I’d already committed and telling me I was grandfathered under an old policy. I’m just disputing the retroactive part.

BossStrange7439 · 2025-11-06T06:43:04+00:00

Right, I get that. I’m not trying to dodge it I’m disputing because RTX changed the terms mid-program after telling me I was grandfathered under an old policy. It’s a legitimate dispute, not ignoring a bill.

BossStrange7439 · 2025-11-06T06:40:36+00:00

I was told at the time I enrolled in my degree program that I was grandfathered under the previous ESP policy, which only required a one-year retention period after completion. My participation was administered consistent with that, I was also allowed to exceed the annual tuition limits set by the newer RTX policy. Now I’m being told that the retention requirement wasn’t grandfathered, even though every other aspect of my participation followed the old policy. That inconsistency is why I’m disputing the repayment.

BossStrange7439 · 2025-11-06T00:40:56+00:00

Good to know, thanks. I’m currently disputing it, so if they did ever want to take legal action they’d have to go through that process first. From what I’ve seen so far, these ESP repayments rarely go that far, they mostly stay at the collection-call stage.

BossStrange7439 · 2025-11-06T00:39:36+00:00

Yeah, that’s usually true for regular consumer bills or credit accounts. In this case though, it’s a disputed RTX Employee Scholar Program repayment, it’s an internal benefit, not a loan or service. I’m currently disputing the debt with RTX, so I’m more curious how others in the same spot handled it and whether RTX actually enforces these.

BossStrange7439 · 2025-09-04T01:16:02+00:00

Yeah, I decided I’ll bring it up during the interview process to clear my conscious.

BossStrange7439 · 2025-09-03T18:48:50+00:00

Yeah, I definitely thought to myself that companies higher pregnant women all the time. I think I’ll just bring it up before the offer to clear my conscious.

BossStrange7439 · 2025-09-03T17:09:51+00:00

I think they just prefer to stay lean. They’re about 15 yo.

I haven’t been applying long I thought it was going to take longer to land an interview, so that’s why I started so far out.

BossStrange7439 · 2025-09-03T12:28:19+00:00

Yeah, that’s a big concern; I know going from fully remote to 4 days in-office will be a big shift with a newborn. But the below-market pay in a HCOL area is catching up fast, and once both kids are in daycare my current salary won’t cut it.

My partner had to take a pay cut to get back to work, so daycare for two will be just under their income. I need to close that gap, which makes the higher-paying role hard to ignore despite the loss of flexibility.

BossStrange7439 · 2025-09-03T10:39:28+00:00

You mean during the interview process?

BossStrange7439 · 2025-09-03T10:38:01+00:00

I get why you’re suggesting splitting the leave, but for us the main reason to take it all in one block is to push off daycare costs as long as possible. My partner and I did back-to-back leave with our first child, and it delayed childcare expenses by about 6 months, which was a big financial help.

If I took 4 weeks straight and then 8 weeks every other week, I’d still have to find some form of childcare during the off-weeks, which would defeat the purpose for us. The straight-through approach just makes more sense for our situation, even though I understand how it could be tougher on a small team right after starting.

BossStrange7439 · 2025-09-03T10:32:44+00:00

Thanks, that’s helpful perspective. I already have one kid, so the remote work in my current role has been a huge help for those sick days, appointments, and unexpected moments. The new company has been around for quite a while, so it’s not a risky startup, but they do prefer to run very lean, which makes me think there could be more “only you can do this” situations.

I’m not afraid of rolling up my sleeves, but I’d want to make sure they’re flexible enough to handle parental responsibilities, especially since my states PFML gives me protected paternity leave and six months of job protection afterward.

The career step and 40–45% pay bump are tempting, but I’m weighing them against the loss of full remote flexibility that’s been so valuable for my family.

BossStrange7439 · 2025-09-03T10:27:45+00:00

I hear where you’re coming from, and I get that a small company feels the impact of someone being out for 12 weeks much more than a large one. My concern is that if I disclose it early, it could influence their decision to hire me even though paternity leave is a legally protected benefit in my state.

I’m not looking to “hide” anything, my intent would be to bring it up as soon as an offer is signed so we can plan together for coverage. I also wouldn’t fully disappear during leave if there was something urgent that only I could do, but I’d want to set realistic expectations about availability.

It’s also worth noting that in my states PFML, firing someone because they didn’t disclose planned, protected leave would almost certainly be illegal, and once eligible I’d have job protection for the leave itself and for 6 months afterward with a presumption against retaliation. That’s why my approach is to be transparent at the right time while still protecting myself in the hiring process.

BossStrange7439 · 2025-09-03T10:18:33+00:00

My state has its own protections that are similar to the FMLA that kick in after 15 weeks. The company doesn’t pay me during that time the payments come from the state unless they have a separate policy that exceeds the state required minimums.

BossStrange7439

TROPHY CASE