I am a salaried employee. 1st incident - had signed consent from my supervisor to flex days - worked Saturday instead of Monday. A month or so later financial officer of the office, forced me to take 8 hours PTO time for the Monday work day. 2nd incident - Job required me to come on site on July 4th to handle company business. Again forced to take 8 hours PTO. The week of July 4th- I had 53 hours worked ( the 8 hours PTO was added on top). Am I at their mercy? Any guidance would be appreciated.

PTO is generally a function of state labor law and while OH is not my state, OH has a reputation for having little or nothing in the way of state labor laws. Perhaps someone who knows more about OH labor law has a different answer.

Federal labor law (mostly FLSA) address pay based on time actually worked, payment methods (salaried, hourly, other), Exempt vs. Non-Exempt, but vacation/PTO is not actually a federal law concept and federal DOL is formally (and repeatedly) on record that this is not their issue.

I am a salaried employee. 1st incident - had signed consent from my supervisor to flex days - worked Saturday instead of Monday. A month or so later financial officer of the office, forced me to take 8 hours PTO time for the Monday work day. 2nd incident - Job required me to come on site on July 4th to handle company business. Again forced to take 8 hours PTO. The week of July 4th- I had 53 hours worked ( the 8 hours PTO was added on top). Am I at their mercy? Any guidance would be appreciated.

By salaried, I assume you mean salaried, exempt.

Allow me to get on my soap box and rant a little.

Companies that require a gazzilion hours of work every week but then turn around and dock paid time off for any time off are bad companies. Such companies are doing what the law allows, but not what makes sense.

You are being treated poorly, but legally. Your choice on what to do next. Complaining the the DOL is not one of your options. Finding a new employer is.