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DeluxeXL t1_jaelug7 wrote

If state law or employment contract requires them to pay at a particular rate, then they must be paid at at least that rate. Otherwise anything you get is better than nothing.

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Rave-Unicorn-Votive t1_jaem0m9 wrote

State?

There are no federal requirements to pay out PTO.

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Hellrs t1_jaemxix wrote

The company is based in Idaho but I performed work in California, Idaho, and Montana of that affects it. I can’t find anything in the employee handbook about a payout rate either. I suppose anything is better than nothing I had just been kinda assuming I would be paid the full value

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Rave-Unicorn-Votive t1_jaentfl wrote

It looks like neither ID or MT have PTO pay out requirements. CA does, but if you're based in ID and travel to work in MT and CA (rather than a remote employee working in CA) I don't think the CA requirements supersede in that situation.

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animecardude t1_jaem36v wrote

Depends on company policy and state laws.

This is why I try to use up most if not all my vacation time before leaving a job.

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teej_9 t1_jaep7n1 wrote

What state do you live in? That also impacts the answer here. If the company is based in Idaho and you live in Idaho, there is no state or federal legal obligation to pay out any vacation time or other PTO you had accrued. Payout would be determined by company policy at that point

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AvGeekExplorer t1_jaf2u23 wrote

I learned the hard way years ago that getting PTO paid out on exit is a total waste. This was 15-ish years ago, but between the company policy on what rate was used and the fact that you pay tax on it, I would have been way better off taking a couple weeks off before handing them my notice.

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