>So I have an employee that quit, we give 1 day a month paid
>personal time off. At the time of the employees leaving he had
>aqured 3 days off.To round off the pay period he left 2 days
>before the end of the month. My Sec. paid him for his last two
>weeks which covered 2 of the 3 days. He called today and
>wanted paid for his last day. He also thinks he should get
>another day, because he would have another month. I said to go
>ahead and pay him for his 3rd day but not to pay him a fourth
>day, because he did not work a full month , he quit. So I am
>goig to tell him that since he is moving to a competitor they
>should pay him an extra day to make up for the day he lost for
>switching jobs What do you think? Craig}(


I'm an HR professional and this has nothing to do with the type of business that you have and everything to do with you established company policy. Most companies do not pay people upon their termination for Personal Time Off (PTO). That is a benefit not an entitlement. By law in most states, you are only required to pay people at termination for time worked and accrued vacation time - not PTO. So if your policies are clear about that, I would not even pay for the PTO accrued. That is to be used when a person is still employed not when they leave as though it were some kind of bank.

Sheila