That's a rather personal decision that I cannot make for you. However, I can provide you with helpful information so that you can make the decision well informed.
First, the general rule in Colorado is that employment is "at will" absent an express agreement to the contrary. At will employment can be terminated for any reason not amounting to discrimination on the basis of a legally protected trait (race, religion, gender, etc.) or retaliation for engaging in certain forms of legally protected conduct (filing a wage claim, taking FMLA leave, etc.). It doesn't matter whether the basis for termination is fair, reasonable or even true. So, there is nothing illegal about terminating you because your employer "wants to get rid of you," even if they don't have a good reason. You would have the affirmative burden of proving that they were terminating you because of a legally protected trait or activity (as defined above) in order to have any claim for wrongful termination.
Now, just because a termination is legal does not mean you will be denied unemployment benefits. In fact, the vast majority of terminated employees ARE eligible for benefits. You would only be denied if your employer could prove that you were terminated for reasons amounting to "misconduct," meaning conduct evidencing an intentional or reckless disregard for the interests of your employer. Things like showing up to work drunk or stealing or examples of misconduct.
Regarding the PTO issue, employers have no legal obligation to offer paid vacation at all, and so the law affords employers with discretion to determine what happens to accrued time upon separation of employment. Employers are free to adopt policies denying payment of accrued vacation, or conditioning such payment on specific circumstances (i.e. being laid off). Conversely, though, if an employer has an express policy granting the payment of accrued vacation upon separation of employment, they have a contractual duty to make that payment.
The Colorado Supreme Court has declined to determine whether an employer is liable to pay employees for accrued vacation upon separation from employment when the policy or contract is silent on the issue. See Cheyenne Mountain School District #12 v. Thompson, 861 P.2d 711 (Colo. Sup. Ct. 1993). Therefore, it's difficult to say wha