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Came here to say the same thing as Elena.
However, if they’re going to prorate the amount based on separation date, they should have an accrual in place instead of front loading the time. Our legal team has always told us that if the employee can see their balance in system or on their payslip, they are owed that amount, even if it’s inflated due to company error. However, our legal team often errs on the side of caution - I’m not sure if this is how the law is written or just my company’s practice.
Take a screenshot of where you can see your balance as an employee. It might help your claim.
You can always file a wage claim and let them decide whether they owe the balance to you or not: https://www.dir.ca.gov/dlse/howtofilewageclaim.htm
This is what I was going to suggest. So sorry to hear you are going through that.
This should help you understand how it is calculated at termination: https://www.dir.ca.gov/dlse/faq_vacation.html