tinypot wrote:
where i work PTO is combined sick+vacation. this is good if you don't tend to get sick. the only bummer is that we cannot carry over something like 300 hours. at the beginning of each year, you are paid for any hours in excess of 300. what sucks about this is that if you get really sick or need a month off for some reason, you run it down or have to take disability.
in addition, you have to charge PTO days on days when the office is officially closed like xmas and new years. they say the build it in so it doesn't really matter but it seems strange.
PTO being combined sick/vacation is to your advantage. Most employment laws don't require the pay-out of sick time upon termination, but they do require that you're paid your vacation.
At year end if you are paid for any hours in excess of 300, simply save it (!!) for any emergency situations where you get really sick or need a month off. However it's to the company's advantage to put a cap on accrued vacation since salaries tend to rise. Someone who builds up a huge bank of accrued PTO at an ever-increasing salary will put a big liability on their books. I agree, the holiday thing is weird. Is there any way you can work from home for a few hours and call it a full salaried day?