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## Employer Policy Change Regarding Time Off

Living in Colorado and working for an employer based out of Illinois as a federal contractor, I recently encountered a policy change regarding time off. This past year, a new company took over the contract at my workplace, keeping all employees on board and ensuring a smooth transition by paying out previous PTO and refreshing sick days at the start of the year.

## Unpaid Time Off Dilemma

Despite having vacation plans scheduled since last year, I discovered that I no longer had any banked PTO available. Consequently, I opted to take some unpaid time off without much hesitation. However, a recent email from the employer stated that all time off must be paid out before unpaid days off can be taken, utilizing either PTO or accrued sick days. While using PTO for this purpose seems acceptable, the question arises whether they can mandate the use of sick days as ÔÇ£vacation days.ÔÇØ

## Assistance from AI Legalese Decoder

In seeking answers to this question, I have been conducting online research. Unfortunately, most search results focus on using PTO to cover sick days rather than the reverse scenario. In such a situation, the AI Legalese Decoder can be a valuable resource, providing tailored legal information and insights to help navigate complex employment policies and rights. By leveraging this AI tool, I hope to gain clarity on the employer’s policy and any relevant regulations governing the use of sick days as vacation days. Your assistance and feedback on this matter would be greatly appreciated. Thank you.

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