PTO and giving notice

  1. I'm hoping to get a job offer this Monday. Ideally if offered a position, I would like to give my notice in the next week or two to my current job. I was just wondering what people's experiences were with either "cashing out" PTO time or using it at the end of their time working in one place before moving onto another. I have about 28 hours available with 14 more "accrued." I've heard of co-workers cashing out their PTO time, but generally in winter time. The problem with cashing it out is that you only get 75% of your PTO while the company holds the rest. Is this normal? I'd rather take personal days and get 100% than cash it out and get 75%...

    What have you done? Just seeking out others' experiences here.
  2. 10 Comments

  3. by   elkpark
    That's an unusual policy, in my experience. Everywhere I've ever worked, you got 100% of your PTO paid to you when you left a job. However, you didn't get paid for accrued sick time. Does your "PTO" time include both sick leave and vacation/holiday time, maybe?
  4. by   evilolive
    Yes, it includes both.
  5. by   Katnip
    Check your employee handbook, your facilitie's policy should be in there. If not there, then in your HR.

    Most places will not allow you to use PTO once you've given notice. They want you working until they can get a replacement.

    Wherever I've worked, the cashing out was automatic and I received the PTO I was owed with my last paycheck.
  6. by   pers
    Cashes out automatically at my hospital as well and you get it at 100% if you quit (or are fired). If you choose to cash out PTO rather than take days off while employed there is a penalty and you can only cash out at (I think) 80%.
  7. by   David13
    In general, most employers will cash out all of your remaining PTO at some point after you leave. When PTO is cashed out (vs. actually being used), it is taxed at a higher rate by the government, and that may be what you are thinking of when you mention receiving less than the actual amount.
    Last edit by David13 on Jun 9, '09
  8. by   classicdame
    HR probably has a policy on this so you may have limited choices.
  9. by   nicurn001
    My understanding ,is that in law PTO is earned income , so when you leave an employer , for whatever reason it has to be paid to you in full , as any other income due from that employer will be paid to you (at least that is the law in CA ).
    Employee handbooks / policies can only tell you how your employer meets their legal obligations they do not absolve the employer of their legal obligations , or take precedence over laws .
  10. by   chare
    most facilities have policies regarding using pto to work out your two (four) weeks notice. what this is intended to prevent is someone quitting on the spot, and taking two weeks pto to "work out" their notice, or someone who submits notice and then calls out every shift he or she has left.

    these policies, properly interpreted, do not necessarily mean that you can't take pto (if you have given proper notice that you are leaving, and negotiate the time off with you nurse manager) or call out during this time.

    it is also not uncommon for facilities to prorate your pto buy back when you leave; based upon the length of time you have been with them determining what percentage of your hourly rate you receive.

    if you have any questions or concerns, you probably need to contact hr as they are usually much for familiar with the policies and procedures than your manage would be.
  11. by   nicurn001
    I am trying to understand how the references to buy back of PTO in the case of a nurse leaving a position is concerned . If you have resigned , you are not asking to buy back your PTO , it is part of your earned income you should receive in your last paycheck .I googled this and at least that is the case in CA .
  12. by   evilolive
    Thanks for the replies. I actually just dug up my employee handbook and found the answer to my question (after some searching). PTO available is paid out, but accrued isn't dispersed.