I am alloted 1.5 PTO days per pay period. I am also alloted 1 sick day per month.
PTO time was used for vacations, days off etc.

Now management has said that:

1.- If you get sick the first three days off will come off of your PTO time and then the 4th day on will be time subtracted from your sick leave!

2.- We hourly folks do not get paid holidays off but management does, but they says the hourly folks must take all management indicated holidays off because management found that Georgia says you must pay time and a half if the employee works on a management indicated holiday.

So it looks like the freedom of choice for selected PTO days has gone out the window....can management dictate PTO days off....Or should they do the right thing and set up a list of paid holidays and then a PTO plan that gives the employee freedom of choice??

Thanks,

Tucker

management found that Georgia says you must pay time and a half if the employee works on a management indicated holiday Huh? I don't know who is saying that but it is completely off-base. Georgia follows federal wage and hour laws and that means that hourly paid employees are only entitled to receive overtime pay for any hours worked in excess of 40 in each 7-day payroll period.

So it looks like the freedom of choice for selected PTO days has gone out the window....can management dictate PTO days off Yes. Regardless of what the employer calls this benefit (vacation, PTO, paid personal time, etc.), you only ever had as much freedom of choice as management elected to allow. Employees' requests for time off are always subject to management approval.

....Or should they do the right thing and set up a list of paid holidays and then a PTO plan that gives the employee freedom of choice?? What I don't know is whether your PTO benefit already includes those days that were previously ear-marked as paid holidays. Some employers put all they paid time off they offer (sick days, vacation time, personal time, and holidays) into the employee's PTO bank. If that's the case, then you are receiving the time off and pay for however many holidays your employer observes. But even if they split those out, requests for PTO will still continue to be subject to management's approval.