We have started a segment allowing potential candidates to ask questions that will be answered directly by our CEO, Darcy Swift. This month’s question is:
QUESTION: Our company has a policy about PTO in which, you are not allowed to take more than 4 full days of PTO during the week of a holiday. However, due to being short staffed, I have been unable to use any of my PTO this year. In fact, I have actually acquired extra days for working overtime without overtime pay. If we do not use our PTO by the end of the year, we lose it. I was told that the first 2 weeks of December are considered “black out†for me because they do not have enough managers to work those weeks. I have also been denied when I asked to take my remaining PTO during the last few weeks of December due to our holiday policy. They have spent all year telling me I can’t take my PTO and now we are at the end of the year and I am about to lose it. Can they do this? What is my next course of action?Â
ANSWER: First of all, let me start by saying that PTO is a benefit not a requirement. If it’s a policy, the state of Oklahoma requires them to follow their handbook. So the first thing you should do is go back to the handbook and read the actual policy to see how it is written. If there is some kind of cavoite or clause saying “unless approved by management” then you can bring that to your boss and ask if they would approve your time. If there is not a cavoite, then the next option is to go to management and KINDLY remind them that you have been unable to use your PTO due to the fact that they have been understaffed all year. You can then ask if they would consider paying you for the unused PTO time before you lose it. Keep in mind, they do not have to pay you or give you the time. However, if they have the means to do so, if it is brought to them in his manner they will likely make that compromise.
If you have a question you want answered, please contact us HERE. We will feature one frequently asked question a month.
We have started a segment allowing potential candidates to ask questions that will be answered directly by our CEO, Darcy Swift. This month’s question is:
QUESTION: Our company has a policy about PTO in which, you are not allowed to take more than 4 full days of PTO during the week of a holiday. However, due to being short staffed, I have been unable to use any of my PTO this year. In fact, I have actually acquired extra days for working overtime without overtime pay. If we do not use our PTO by the end of the year, we lose it. I was told that the first 2 weeks of December are considered “black out†for me because they do not have enough managers to work those weeks. I have also been denied when I asked to take my remaining PTO during the last few weeks of December due to our holiday policy. They have spent all year telling me I can’t take my PTO and now we are at the end of the year and I am about to lose it. Can they do this? What is my next course of action?Â
ANSWER: First of all, let me start by saying that PTO is a benefit not a requirement. If it’s a policy, the state of Oklahoma requires them to follow their handbook. So the first thing you should do is go back to the handbook and read the actual policy to see how it is written. If there is some kind of cavoite or clause saying “unless approved by management” then you can bring that to your boss and ask if they would approve your time. If there is not a cavoite, then the next option is to go to management and KINDLY remind them that you have been unable to use your PTO due to the fact that they have been understaffed all year. You can then ask if they would consider paying you for the unused PTO time before you lose it. Keep in mind, they do not have to pay you or give you the time. However, if they have the means to do so, if it is brought to them in his manner they will likely make that compromise.
If you have a question you want answered, please contact us HERE. We will feature one frequently asked question a month.