I'm taking two weeks' off in the month of December to attend a meditative retreat where phones & other electronics are banned during the entire duration of the course. The center will only allow my family members to contact me, in case there's an emergency in my family or friend circle. I have already discussed this with my manager and have added a calendar entry marking them and my entire team stating that I'll be out for two weeks.

Problem -- there's an explicit expectation that I should "at least be available over text" when people are on long-term PTOs. This came directly from my skip-leader, in a team meeting. Usually we're not bothered during our PTOs. But I have seen my some colleagues of mine asked to do fetch a certain file/report/finish an admin task or even work full fledged for a day or two on their vacation. (Some team mates have complied too).

It's a toxic expectation and I plan on leaving soon, but not before this vacation in December. Knowing them, I believe my leader will do their best to not bother me in the two weeks if everything goes well, given that I've provided sufficient advance notice that I will not even be able to check my phone. However, also knowing my leader - if something does come up (such as a deliverable), I also fear that my leader will leave negative feedback (oral/written) to my skip-leader or blame me for not being available.

My question: should I top up on the calendary entry (sent a week ago) and add that they will not be able to contact me during the two weeks? I'm considering this because I don't want complications during those two weeks or a blame-game stating I was not abe to fetch X file or do Y admin task. At the same time I'm worried that my manager will think I don't trust her enough (something along the lines of "he had already told me verbally; why another email?") I know ideally I shouldn't have expectations that I work when on PTO, but provided the culture of my team - how should I handle this?

Clarification: this explicit statement was generic and was not told to me during my verbal conversation with my manager when I explained that I won't even be available over text. My manager did not raise any concerns to that statement. This is the reason why I want to put this on email - if it's verbal, they can just agree now to the no communication situation and backtrack later if something come up. If it's written, they'll either have to ask me to cancel my PTO, write to me that I'll have to be available on my PTO or just approve it. In other words, an email would force them to something about it NOW rather than later. I'm 100% sure that they will not be able to ask me to cancel my PTO or ask me on email that I'm available during the PTO.

I'm taking two weeks off in the month of December to attend a meditative retreat where phones & other electronic devices are banned during the entire duration of the course. The center will only allow my family members to contact me, in case there's an emergency in my family or friend circle. I have already discussed this with my manager and have added a calendar entry marking them and my entire team stating that I'll be out for two weeks.

Problem -- there's an explicit expectation that I should "at least be available over text" when people are on long-term PTOs. This came directly from my skip-leader, in a team meeting. Usually we're not bothered during our PTOs. But I have seen my some colleagues of mine asked to do fetch a certain file/report/finish an admin task or even work full fledged for a day or two on their vacation. (Some team mates have complied too).

It's a toxic expectation and I plan on leaving soon, but not before this vacation in December. Knowing them, I believe my leader will do their best to not bother me in the two weeks if everything goes well, given that I've provided sufficient advance notice that I will not even be able to check my phone. However, also knowing my leader - if something does come up (such as a deliverable), I also fear that my leader will leave negative feedback (oral/written) to my skip-leader or blame me for not being available.

My question: should I top up on the calendar entry (sent a week ago) and add that they will not be able to contact me during the two weeks? I'm considering this because I don't want complications during those two weeks or a blame-game stating I was not able to fetch X file or do Y admin task. At the same time I'm worried that my manager will think I don't trust her enough (something along the lines of "he had already told me verbally; why another email?") I know ideally I shouldn't have expectations that I work when on PTO, but provided the culture of my team - how should I handle this?

Clarification: this explicit statement was generic and was not told to me during my verbal conversation with my manager when I explained that I won't even be available over text. My manager did not raise any concerns to that statement. This is the reason why I want to put this on email - if it's verbal, they can just agree now to the no communication situation and backtrack later if something come up. If it's written, they'll either have to ask me to cancel my PTO, write to me that I'll have to be available on my PTO or just approve it. In other words, an email would force them to something about it NOW rather than later. I'm 100% sure that they will not be able to ask me to cancel my PTO or ask me on email that I'm available during the PTO.

I'm taking two weeks' off in the month of December to attend a meditative retreat where phones & other electronics are banned during the entire duration of the course. The center will only allow my family members to contact me, in case there's an emergency in my family or friend circle. I have already discussed this with my manager and have added a calendar entry marking them and my entire team stating that I'll be out for two weeks.

Problem -- there's an explicit expectation that I should "at least be available over text" when people are on long-term PTOs. This came directly from my skip-leader, in a team meeting. Usually we're not bothered during our PTOs. But I have seen my some colleagues of mine asked to do fetch a certain file/report/finish an admin task or even work full fledged for a day or two on their vacation. (Some team mates have complied too).

It's a toxic expectation and I plan on leaving soon, but not before this vacation in December. Knowing them, I believe my leader will do their best to not bother me in the two weeks if everything goes well, given that I've provided sufficient advance notice that I will not even be able to check my phone. However, also knowing my leader - if something does come up (such as a deliverable), I also fear that my leader will leave negative feedback (oral/written) to my skip-leader or blame me for not being available.

My question: should I top up on the calendary entry (sent a week ago) and add that they will not be able to contact me during the two weeks? I'm considering this because I don't want complications during those two weeks or a blame-game stating I was not abe to fetch X file or do Y admin task. At the same time I'm worried that my manager will think I don't trust her enough (something along the lines of "he had already told me verbally; why another email?") I know ideally I shouldn't have expectations that I work when on PTO, but provided the culture of my team - how should I handle this?

I'm taking two weeks' off in the month of December to attend a meditative retreat where phones & other electronics are banned during the entire duration of the course. The center will only allow my family members to contact me, in case there's an emergency in my family or friend circle. I have already discussed this with my manager and have added a calendar entry marking them and my entire team stating that I'll be out for two weeks.

Problem -- there's an explicit expectation that I should "at least be available over text" when people are on long-term PTOs. This came directly from my skip-leader, in a team meeting. Usually we're not bothered during our PTOs. But I have seen my some colleagues of mine asked to do fetch a certain file/report/finish an admin task or even work full fledged for a day or two on their vacation. (Some team mates have complied too).

It's a toxic expectation and I plan on leaving soon, but not before this vacation in December. Knowing them, I believe my leader will do their best to not bother me in the two weeks if everything goes well, given that I've provided sufficient advance notice that I will not even be able to check my phone. However, also knowing my leader - if something does come up (such as a deliverable), I also fear that my leader will leave negative feedback (oral/written) to my skip-leader or blame me for not being available.

My question: should I top up on the calendary entry (sent a week ago) and add that they will not be able to contact me during the two weeks? I'm considering this because I don't want complications during those two weeks or a blame-game stating I was not abe to fetch X file or do Y admin task. At the same time I'm worried that my manager will think I don't trust her enough (something along the lines of "he had already told me verbally; why another email?") I know ideally I shouldn't have expectations that I work when on PTO, but provided the culture of my team - how should I handle this?

Clarification: this explicit statement was generic and was not told to me during my verbal conversation with my manager when I explained that I won't even be available over text. My manager did not raise any concerns to that statement. This is the reason why I want to put this on email - if it's verbal, they can just agree now to the no communication situation and backtrack later if something come up. If it's written, they'll either have to ask me to cancel my PTO, write to me that I'll have to be available on my PTO or just approve it. In other words, an email would force them to something about it NOW rather than later. I'm 100% sure that they will not be able to ask me to cancel my PTO or ask me on email that I'm available during the PTO.