{ "media_type": "text", "post_content": "Hello all!\n\nChanging from Vacation and Sick Time to just plain PTO starting in Jan. Staff can save up to 40hrs of their accrued Sick Time banks to use in 2022 in addition to their new PTO.\n\nWe have a part-time employee with more than 40 sick hours who will try to use as much of their Sick Time as they can before Jan 1. If this person has an avg weekly schedule of 17.5 hrs, can we stop them using sick time if their sick + work time will take them over their 17.5 scheduled hours?\n\nThanks!!\n", "post_id": "61ae2f10a5ef4f002c88b736", "reply_count": 6, "vote_count": 2, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources" }

Hello all! Changing from Vacation and Sick Time to just plain PTO starting in Jan. Staff can save up to 40hrs of their accrued Sick Time banks to use in 2022 in addition to their new PTO. We have a part-time employee with more than 40 sick hours who will try to use as much of their Sick Time as they can before Jan 1. If this person has an avg weekly schedule of 17.5 hrs, can we stop them using sick time if their sick + work time will take them over their 17.5 scheduled hours? Thanks!!

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What are your policies around using PTO/sick time? Are people normally allowed to use it to go beyond their average weekly schedule? I'd check with legal because this can vary state by state but also wouldn't change the policy for this case and be consistent with the previous policy.

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There's nothing in the policy that addresses the matter either way, and we've never really had this situation before. We're fine with setting a precedent, just want to be sure we're within our legal rights to cap them.

I don’t think it’s a scenario you would ever address in a policy because it seems logical that a person can’t put in for PTO that is greater than their normal working hours. Just because they haven’t used all their time by the end of year doesn’t mean they can all of a sudden say they work 40 hours a week but they’re taking it as PTO, you might as well just pay them out their unused time! In some states, like NJ, you have to allow someone to carry over 40 hrs sick time (all our pto is in one bucket so it’s just 40 hrs pto.) In CA they can carry over everything up to a maximum where they stop accruing (I think it’s 144 hrs or something.)

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What state are you in?

For us we tell employees PTO would only count if they are normally scheduled to work that day. So if Jane normally works 3 days a week and wants to take off, then her PTO would only cover those 3 days. Not the other 2 because she is already technically off on those other 2 days. They essentially would be wasting PTO hours by taking time off that they are already normally off. So use it or lose it, don’t wait until the last month to try and take it all.

Would you let a full time employee who works 40 hours per week submit a PTO request for 60 hours that week? No. If this employee has defined weekly hours as 17.5 hours per week, then taking more than 17.5 hours of PTO in a week could even potentially be considered theft of time. You can’t take PTO for time you weren’t scheduled to work.

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