re: Reimbursement for PTO (paid time off) when leaving an employer

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Means no PTO, in my experience. I worked for one of these once.

I want to point to my PTO and say "I'm completely off work for this week" and I will use my PTO balance that I earned.

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It wasn’t an unlimited PTO place, but I guess out of a fit of guilt of how much they suppress vacations (not directly, the site was just super high stress and things fall apart if the decision makers aren’t there….you self suppress vacations because you can’t really “get away” and your work is just piling up so days off generate its own flavor of stress) they allowed managers and above to cash out unused vacation as opposed to the use it or lose it policy written in the book.

Pretty sure all unless otherwise stated in a contract I believe.

take your PTO and quit the day you get back to the office

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Reimbursement for PTO (paid time off) when leaving an employer

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A lot will depend on the state you live in as the laws vary.

I've never heard of paying less than 100% if the company does, in fact, pay for accrued PTO.

Any smart company should lose traditional PTO and move to "Open PTO", especially if they live in a state that does require paying out PTO upon departure.

We pay out unused at 100% when you leave, but we can't roll it over nor do we pay out unused at year end.

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And potential employees/applicants should look at that in disgust

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Sure, if they want, but it should not be the companies responsibility to provide a parachute when the employee wants to leave and go somewhere else.

The biggest issue are the managers who don't force employees to enter their PTO and approve it so it decrements from their amount. Or, simply don't roll over PTO - cap it at however many weeks one gets depending on title and/or longevity.

We had a guy a few companies ago that had accrued 230 hours at a salary of roughly $200k - he would've been due about $22k if he had left...and that fricker was certainly taking vacations.

So, A - it was fraud but, B, nobody was having him enter PTO or his manager was not doing anything with the request so it was never decremented.

Managers often think they are being the "cool boss" by letting an employee take a Friday off here or a week there without making them put it in the system. They view it as a perk. In reality, they are creating a massive, un-budgeted financial liability for the company.

The lack of audit trails, as well. If HR or payroll isn't cross-referencing Slack activity, email out-of-office replies, or badge swipes against the PTO system, it becomes incredibly easy for someone to take a three-week trip to Europe on the company dime while their accrued balance remains untouched.

When an employee actively takes vacations but hides them from the system to guarantee a massive payout when they quit, it is fraud. But as you rightly pointed out, the blame falls squarely on the manager. If a manager isn't enforcing the rules, they are essentially handing corporate cash out the window.

Been with a company for 30yrs. Our PTO rolls over year to year but will max out at 360hrs. If you leave in good standing, they pay out 2/3.

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We get 40 hrs. of Personal time a Year. We are paid the unused amount in full the second check in Jan of the next year. Any unused time is paid in full when you leave the Company

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You get 40 hours only for a whole year? That’s the real crime here.