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I completely agree aj485. To clarify, it can go on forever as far as I'm concerned, but I'm pretty sure that won't fly with my employer on a permanent basis.

There have been several times over the years that I have had to cash out hours in order to keep the accrual from freezing at the ceiling. Cash out pays out at 80% before taxes.

Here's how we ended up with the current agreement:

Company-wide, we get a few holidays off. A typical holiday week consists of 32 hours worked + 8 hours off using PTO. Around three years ago my boss wanted the department to work 40 hours, but no hours on the actual holiday because that pays double, "and that way you won't have to use your PTO."

I said I could work, but went on to explain why it didn't make sense...

Since I'm near the PTO ceiling I'd have to cash out PTO hours at 80% soon if I didn't use them. The holiday is a good time to use PTO. If I work instead of exercising the company policy and using up the PTO at 100%, I'd be effectively working for 80% pay instead of NOT working for 100% (PTO) pay. Anyway, without dissecting the details/numbers too much...my boss understood and indicated that I could work and she could still enter the "holiday PTO" on top of the full time work week. That scenario became a fairly standard offer at holidays and has been mutually beneficial. Fast forward to Covid. I told the boss that I'm available for any/all overtime and mentioned that my wife's hustle hours have cut back. Boss says there isn't enough work for overtime at this time, "but if it helps I can add PTO to your checks for a while like we do at holidays."

YES! It does pay at 100% this way, and is a pretty fantastic as you described aj485, but I also feel that my boss is probably exploiting a loophole. I'm not certain of that, but I wouldn't count on this NOT getting scrutinized by someone above her pay grade. I'm taking the position that it is great while it lasts, but I'm prepared to survive without it. I'm guessing that 5-6 more pay periods is a reasonable bet, but I'll see how far don't ask/don't tell gets me.


Thanks again!


PS: If you were counting dollars for that holiday scenario, I understand that regular pay plus an additional 80% is more money than just regular pay and the day off. I left out some details regarding how soon I was to hit the ceiling and stop accruing, company rules, and the timeline that cash outs are allowed. All were factors.
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