{ "media_type": "text", "post_content": "I am confused about our employee handbook. There is personal time off (PT), which attorneys do not get because they can take as much personal time off, and paid sick leave (PSL), which attorneys get 15 days. If attorneys have unlimited PT, why is it necessary to give a concrete number of PSL days?", "post_id": "61e0b68f9b0ff4002cd2a2f1", "reply_count": 5, "vote_count": 1, "bowl_id": "552d1d24dc1c586b09d2d052", "bowl_name": "Law", "feed_type": "crowd" }

I am confused about our employee handbook. There is personal time off (PT), which attorneys do not get because they can take as much personal time off, and paid sick leave (PSL), which attorneys get 15 days. If attorneys have unlimited PT, why is it necessary to give a concrete number of PSL days?

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There is probably a state labor law reason for calling out the two kinds of leave. I'm no L&E person though.

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I'd tell them your sick. They may track these things. If employee aren't using the benefit they can use it as a justification to drop it.

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Associate 1 hit it dead on. Some states (and/or counties and/or cities) require employers to give their employees an allotted amount of paid days off for sick leave. I am assuming that’s why there is a distinction.

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Does the PTO get paid out if you leave the company or is it better to use it?

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