Can we force an employee to use PTO to bring them up to a full work week on their paycheck? We have employees who like to take time off then not get paid for it to save up for longer vacations later. We would like to state that if they don't work a full work week the difference will automatically be made up with any available PTO. Any problems with this?

In any other state, you'd be fine. However, CA has some limitations on how and when you can require the use of paid time off, at least for exempt employees. But I'd rather one of the CA experts explained to you when and how you can do it.

I am mainly concerned with the non-exempt employees. I guess I should have specified in my original post. I am pretty familiar about the limitations with exempt employees even though I'm not sure anybody thouroughly understands those rules.

I believe you're okay with non-exempt employees, but I'd still rather one of the CA gurus confirmed it. Megan, Michael, Mark, all you M-names, any thoughts?

I don't see a problem with that, provided they are non-exempt.

Thank you for the responses.

I have a similar situation in California. I am considered a non-exempt employee after a recent reclassification although I am in sales, work outside of the office, and receive salary above $455 per week and bonus. For exempt employees my employer will take PTO time for sick days missed from work. Now as a non-exempt employee they want to force me to use PTO although I would rather elect no pay for a day missed and use PTO for vacation time. Can you advise? Thanks

It's not your choice, sorry. The employer is within their rights to require you to use your PTO.

This is the same situation as the original poster. There is nothing wrong with a company paying you your PTO when they want to, even if you would rather save it.