Well, you can certainly take the position that the stated policy is in conflict with the employer's actual practice, as evidenced by your paystub, therefore the contract is impliedly modified to reflect actual practice, because it is well established that an employee who works in reliance upon an employer's implied promises, obtains the benefits of the implied promise under the legal doctrine of "waiver and estoppel."
Whether or not anyone at DLSE will jump in and say, "Yeah, that's right, we're gonna go get your hours for you," is unknown. DLSE is not fond of complicated legal theories -- so, you might have to hire a lawyer and sue -- or, waive your right to any recovery in excess of the small claims maximum of $7,500, and sue in small claims court.
The employer is lawfully required to maintain accurate records, so if your paystub shows 400 hours of vacation, then that, in my opinion, is pretty strong evidence favoring your argument.
Hope this helps.
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