PTO payoffs on resignation or layoff - how does it work? Frustratedly software engineer here
8 replies (most recent on top)
@h9 That's what "accrued" is - the amount they give you each month.
you only get paid out for what is accrued but not used.
@by Great tip! You also cannot request personal days or volunteer hours once you give notice (they require manager approval) so use them before taking regular PTO.
@cm when a person has 10 years, they get an additional 40 hours PTO; but they don’t get it all upfront. It’s split over the upcoming 12 months; and so if I were to quit in June, would I get that my “unused” —- that is, 6 mos of PTO that I would’ve eventually have gotten if i had stayed through to the end of the year?
anyone who writes "Frustratedly" is not a software engineer.
to answer OP's question:
- you accrue PTO until the last month during which you are an employee. if you give notice, or are displaced, that is the month at the end of the notice period. if you are terminated, it's the month during which you are terminated.
- you are paid out for PTO accrued but not used. If you have used more than you accrued, WF withdraws that from your final paycheck
- you are not paid out for floating holidays or personal days. use them first every year.
@bv that’s why you always take the 3 personal days first every year. You do not get paid for those when you get fired or quit.
The key thing people forget is that you only get paid for the PTO that you've already accrued. Plenty of yahoos have posted here about how they got canned in June and didn't get "their" 20+ days of PTO paid out. You have to actually work at least one day in a calendar month in order to accrue.
Asked and answered so many times on here