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I would suggest checking with HR. Many companies have a cap on how much PTO can be taken before it's formally considered a leave of absence.
Agreed. My company converts anything beyond four weeks of PTO to a sabbatical. Still, even being able to take four consecutive weeks of PTO takes advanced planning.
I work at an agency that has unlimited PTO. It sounds like you are looking more for a leave vs PTO. Talk to your HR, explain the situation and they will let you know how much you should code as PTO v FMLA time. For example, we had someone who went on paternity leave, he was out 6 weeks, 4 he coded as leave and 2 weeks were PTO.