PTO and giving notice

Yes, it includes both.

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.

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%.

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.

HR probably has a policy on this so you may have limited choices.

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 .

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.

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 .

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.