California Employment Law
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Hmm...sorry, I thought my follow-up question went through but maybe not.
I just want to make sure that it's legal to mandate an employee to carry over an unused PTOs rather than getting a cash-out during his/her employment. I already know that there's no "use it or lose it" policy so the employee must get paid for unused PTOs upon separation. Please confirm whether my understanding is true.
Also, it would be helpful to have some legal backing or resources to support the above statement. Can you please direct me? Thank you very much.