Is it illegal in California to let your employees accrue more sick leave than you let them use? We accrue 60 hours a year but are only allowed to use 48 hours. Also, they won’t let us use less than 4 hours of PTO at a time. Is that all legit? It seems wrong to me but it’s hard to find the laws about it since we are salaried exempt employees.

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Can it roll over or they cash it out?

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It rolls over, but since we can’t use it all it’s just going to over accrue forever. Why give it to us if we can never use it all?

I don't think that seems reasonable - what exactly is the logic around capping it? Also weird that you cna't use less than 4 hours of PTO but this seems pretty odd to me

Yeah wouldn’t they want to incentivize us to work as much as possible? Now I have to take a half day instead of just leaving an hour or two early for my appointment.

I'm not sure. That does seem odd all those numbers you gave. Have you talked to your leadership about it?

Yeah they all just say they don’t make the rules. The owner of the company does and he is not really someone to be reasoned with. Honestly intimidates me to talk to him, so I don’t. But I would like to know my rights just to be safe.

Do you actually earn 60 hours a year or is that the accrual cap?

That sounds really weird to me. Plus, if you’re exempt, why would you need to take less than 4 hours PTO anyway. You’re salaried, they have to pay you regardless of the amount of hours you work. I’m assuming they don’t pay you extra if you work more than 40 hours?

Are your sick leave hours combined with your PTO program? In that case, you would be getting paid out on the accrued leave when you leave.

Well it's not illegal to let your employees accrue more sick leave than you let them use but it's definitely not good HR practice. It's like giving your kids a bunch of candy and then telling them they can only eat one piece a day. It's just going to lead to disappointment and frustration.

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*asking for someone else*
Hi lady fish,

I’ve been with Accenture for 10 years and am about to take maternal leave. I got an interesting conversation with HR yesterday about leaving Accenture after maternal leave, and the kicker is to join the client. I got a couple of questions for you guys:

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Thanks in advance

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