Hello again and thank you for your reply. Ultimately, it is the employers written contracts and policies that apply to whether or not FMLA time off will be paid. In other words, FMLA and paid leave are completely unrelated under the law. FMLA is, by statute, unpaid and starts when the qualifying event occurs, and is intended to protect the job of the person who is on leave. Then, if the employer offers any sort of paid leave, their policies/contracts control whether that paid leave can be used when out sick.
If they pay it for others who are out sick, then they must pay it for anyone on FMLA. However, if they don't offer any sick leave at all and don't allow for the use of vacation leave for sick time, then that is a lawful policy.
Your situation is unique because you have two separate issues overlapping. One is the loss of accrued unused PTO, although arguably the employer will say not only did you not lose it you know have an unlimited amount of leave to take. That issue is one that you will have to decide if you are going to file suit over the loss of this PTO or file a wage
complaint with the State.
Normally, the laws of Idaho would apply since that is where you are actually working. So, unless you have a term contract that says the laws of Illinois apply, you would take your actions in Idaho.
As for the current situation, whatever their current written policy or your term contract says applies. If they are not following a contract or current written policy then, again, you can either file suit or file a wage claim with the State.
Please feel free to ask for clarification.