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Random Employment Law Question: If an employee has accrued PTO in CA, can their employer (headquartered in TX) deny pay for any time off taken for a certain period?

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With the caveat that the state of the law is in flux given the national emergency, and I don’t know the specifics of the situation - If her leave is accrued sick leave then the employer cannot prohibit it from being used in California (I’m a management-side labor and employment attorney in Northern California), under the Healthy Workplace, Healthy Families Act.

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You’ll have to check CA specific wage and hour laws, but my understanding is that an employer is not required to provide PTO, except paid sick leave, and may restrict how it is used.

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Probably have to comply by California standards

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CA law applies.

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Watching an employment law webinar right now. If they have PTO or sick leave they can’t prohibit them from using in California

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A friends company is telling employees that anytime between now and June 30th would be unpaid. She has surgery scheduled for June 1st and that she will be not be able to use her PTO for time off.

If things continue the way they are and it’s not an urgent/life threatening matter, the surgery will likely be cancelled. And I’m not in employment law but from what I understand, even if a firm has sites in different states they must abide by the local jurisdiction. In this case, if the office is physically located in TX and the firm is headquartered in New York, the TX employment law would apply.

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Is this related to the rona?

She is still entitled to use her sick pay, if available. Commissions splitting issue seems kind of vague but may raise potential wage and hour issues. I’d look into it more if I was her.

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