{"id":6931,"date":"2024-09-26T10:20:00","date_gmt":"2024-09-26T10:20:00","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=6931"},"modified":"2025-07-21T19:57:00","modified_gmt":"2025-07-21T19:57:00","slug":"negative-pto-pay-deductions","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/negative-pto-pay-deductions\/","title":{"rendered":"Ask Our Experts: Final pay deductions for negative PTO balance"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-8e1436f2 wp-block-group-is-layout-flex\" style=\"margin-top:0;margin-bottom:0\">\n<p class=\"\">by <strong>Rena Pirsos<\/strong>, <strong>JD<\/strong>, Brightmine Legal Editor<\/p>\n<\/div>\n\n\n\n<p class=\"\">A recurring question received by the <a href=\"https:\/\/www.brightmine.com\/us\/products\/hr-compliance-center\/\">HR &amp; Compliance Center<\/a> (formerly XpertHR) Ask Our Experts service is whether an employer is allowed to make pay deductions from an employee&#8217;s final pay to recoup a negative paid time off (PTO) balance.<\/p>\n\n\n\n<p class=\"\">A negative PTO balance at the end of employment usually occurs when an employee takes more time off than they have accrued. For example:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">An employee gets an advance on PTO and uses it before they have earned it. The employer has essentially loaned the employee salary to cover the PTO. If the employee quits or is fired before earning the advanced time, they owe the employer the difference.<\/li>\n\n\n\n<li class=\"\">An employee&#8217;s vacation balance goes negative if they are paid out more vacation dollars than they have earned, perhaps simply due to payroll error.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Chances are good that you have questions about this too, so let&#8217;s iron it out.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Exempt-vs-Nonexempt-Employees\">Exempt vs. nonexempt employees<\/h2>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-43208915 wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-right:0;padding-bottom:var(--wp--preset--spacing--30);padding-left:0\">\n<div class=\"wp-block-group has-primary-white-color has-primary-gray-background-color has-text-color has-background has-link-color wp-elements-21096310b172d519adb657a67a2a54a5 has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-style:none;border-width:0px;border-top-left-radius:25px;border-top-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-42799321f533e32eff02c3b74e7985cf\"><strong>Q<\/strong>: Are negative PTO deductions from final pay allowed for both exempt and nonexempt employees?<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-48b38052 wp-block-group-is-layout-constrained\" style=\"padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"\"><strong>A<\/strong>: <a href=\"https:\/\/www.brightmine.com\/us\/resources\/guides-how-to\/federal-employment-law\/\">Federal law<\/a> allows a deduction from a nonexempt employee&#8217;s final pay to recover a negative PTO balance, but it is generally not recommended from an exempt employee&#8217;s final pay.<\/p>\n\n\n\n<p class=\"\">Specifically, the US Department of Labor&#8217;s (DOL) Field Operations Handbook (FOH), <a href=\"https:\/\/www.dol.gov\/sites\/dolgov\/files\/WHD\/legacy\/files\/FOH_Ch30.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Chapter 30, section 30c10(c)<\/a>, states that employers may make deductions for negative PTO balances upon termination of employment (the FOH specifically mentions vacation pay).<\/p>\n\n\n\n<p class=\"\">However, a DOL opinion letter says that advanced paid leave may be deducted from a nonexempt employee&#8217;s final pay only if:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">The employer informs the employee about that policy before even advancing the leave; and<\/li>\n\n\n\n<li class=\"\">The amount deducted reflects the rate of pay the employee earned when they took the advanced leave.<\/li>\n<\/ul>\n\n\n\n<p class=\"\">The FOH and the DOL opinion letter also say that leave advanced to a nonexempt employee is a loan or cash advance that the employer may recoup even if it causes the employee&#8217;s final pay to fall below minimum wage.<\/p>\n\n\n\n<p class=\"\">While DOL opinion letters can only be relied upon as a legal defense by the employer that requested it, they still give a good indication of the agency&#8217;s position on the matter discussed. The FOH, on the other hand, is a more authoritative source for employers as it provides DOL Wage and Hour Division investigators and staff with interpretations of statutory provisions, procedures for conducting investigations and general administrative guidance.<\/p>\n\n\n\n<p class=\"\">Although neither Chapter 30 of the FOH nor the DOL opinion letter address exempt employees, federal regulations generally say that an exempt employee&#8217;s weekly salary can only be reduced in limited circumstances. And FOH Chapter 22, section 22h05(b), essentially provides that hourly or proportional pay would be permitted for exempt employees during their final week of employment.<\/p>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Importance-of-a-Legally-Compliant-Policy\">Importance of a legally compliant policy<\/h2>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-43208915 wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-right:0;padding-bottom:var(--wp--preset--spacing--30);padding-left:0\">\n<div class=\"wp-block-group has-primary-white-color has-primary-gray-background-color has-text-color has-background has-link-color wp-elements-ca42c2525c2a2eecbd957d314edc242b has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-style:none;border-width:0px;border-top-left-radius:25px;border-top-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-52276894304060859766a3ffaaad957e\"><strong>Q<\/strong>: Should we have a negative PTO policy?<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-48b38052 wp-block-group-is-layout-constrained\" style=\"padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"\"><strong>A<\/strong>: Yes!<\/p>\n\n\n\n<p class=\"\">Employers can decide whether negative PTO is acceptable for their business, but if they do allow it, they should protect themselves by providing the terms of deduction or collection of negative PTO from final pay in a <a href=\"https:\/\/www.brightmine.com\/us\/products\/automated-handbook-management\/\">company policy and\/or handbook statement<\/a>, and in job candidate offer letters and\/or employment contracts. Employees should be required to acknowledge the terms of these documents and sign them once they are hired.<\/p>\n\n\n\n<p class=\"\">However, an employer&#8217;s policies must comply with state and\/or local laws that provide more protection to employees than federal law. Note that an employer that has employees in more than one state and\/or locality may have to tailor its policies to comply by location, rather than rely on one blanket policy for all employees in all states and localities.<\/p>\n\n\n\n<p class=\"\">In addition, an employer&#8217;s policy must be consistently enforced for all similarly situated employees to prevent claims of unlawful retaliation or discrimination.<\/p>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"State-Pay-Deduction-Laws-Vary\">State pay deduction laws vary<\/h2>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-43208915 wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-right:0;padding-bottom:var(--wp--preset--spacing--30);padding-left:0\">\n<div class=\"wp-block-group has-primary-white-color has-primary-gray-background-color has-text-color has-background has-link-color wp-elements-9ec036c25c6338f5e1c087e6745d485d has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-style:none;border-width:0px;border-top-left-radius:25px;border-top-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-0d6e0b8b009a3e68b1563b2f3fada0c5\"><strong>Q<\/strong>: Are there any states that prohibit negative PTO deductions?<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-48b38052 wp-block-group-is-layout-constrained\" style=\"padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"\"><strong>A<\/strong>: There are considerable variations and nuances among the <a href=\"https:\/\/hrcenter.us.brightmine.com\/fifty-state-charts\/permitted-and-prohibited-pay-deductions-by-state-and-municipality\/20446\/\" target=\"_blank\" rel=\"noreferrer noopener\">state pay deduction laws<\/a>.<\/p>\n\n\n\n<p class=\"\">State law may or may not allow a pay deduction that federal law allows and\/or may require prior signed, written authorization from an employee before a pay deduction may be made, among other requirements. That means you must check whether negative PTO balance deductions are even permitted under the relevant state law, along with any other requirements unique to the state.<\/p>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Consider-State-Final-Pay-Laws-Too\">Consider state final pay laws too<\/h2>\n\n\n\n<div class=\"wp-block-group has-alabaster-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-43208915 wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-right:0;padding-bottom:var(--wp--preset--spacing--30);padding-left:0\">\n<div class=\"wp-block-group has-primary-white-color has-primary-gray-background-color has-text-color has-background has-link-color wp-elements-359fc9589f5c160209d4bbca0a944631 has-global-padding is-layout-constrained wp-container-core-group-is-layout-80fb368b wp-block-group-is-layout-constrained\" style=\"border-style:none;border-width:0px;border-top-left-radius:25px;border-top-right-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"has-primary-white-color has-text-color has-link-color wp-elements-d73eaf1d3ba613153d2c6ab0da6f8c9f\"><strong>Q<\/strong>: Does whether an employee quit or was fired affect our ability to make a negative PTO deduction?<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-48b38052 wp-block-group-is-layout-constrained\" style=\"padding-right:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<p class=\"\"><strong>A<\/strong>: No.<\/p>\n\n\n\n<p class=\"\">State pay deductions laws do not base the ability to make a negative PTO deduction on whether an employee voluntarily quit or was involuntarily terminated. But under most state final pay laws, the nature of a termination directly affects the required timing of the final payment and sometimes also what must be included in the final payment. Therefore, be sure to comply with these requirements too when making a negative PTO deduction from final pay.<\/p>\n<\/div>\n<\/div>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"Ask-Our-Experts-Is-Here-to-Help\">Ask Our Experts is here to help<\/h2>\n\n\n\n<p class=\"\">Dealing with negative PTO deductions can be very tricky depending on the applicable state law and the unique facts of any given situation, especially for multistate employers. If you have specific questions about negative PTO balance deductions, final pay in general or other workplace related challenges, Ask Our Experts is happy to help.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Exempt-vs-Nonexempt-Employees\">Exempt vs. nonexempt employees<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Importance-of-a-Legally-Compliant-Policy\">Importance of a legally compliant policy<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#State-Pay-Deduction-Laws-Vary\">State pay deduction laws vary<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Consider-State-Final-Pay-Laws-Too\">Consider state final pay laws too<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#Ask-Our-Experts-Is-Here-to-Help\">Ask our experts is here to help<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Access our complete library of policies<\/h3>\n\n\n\n<p class=\"\">This policy is designed to complement our accompanying Equality, diversity and inclusion (EDI) policy. <\/p>\n\n\n\n<p class=\"\">For full access, sign up to a subscription to the HR &amp; Compliance Centre today.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/quote\/?intcmp=cta|blog|quote|request-a-quote\" style=\"border-radius:25px\">Request a quote<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-ad1af2a0 wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\" \/>\n\n\n\n<p class=\"\">Read more articles:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-ea1fff98 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-11722 resources type-resources status-publish has-post-thumbnail hentry category-blogs topic-employee-leaves\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employee-leaves\/key-federal-employee-leave-laws-hr-should-understand\/\" target=\"_self\" >Key federal employee leave laws HR should understand<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-11138 resources type-resources status-publish has-post-thumbnail hentry category-hr-news topic-ai-in-hr topic-hr-technology\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/executive-order-to-preempt-ai-laws\/\" target=\"_self\" >Executive Order Seeks to Preempt State AI Laws<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-12872 resources type-resources status-publish has-post-thumbnail hentry category-hr-law-guides topic-state-compliance topic-talent-acquisition\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3;text-decoration:underline; margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0;\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/talent-management\/talent-acquisition\/preemployment-screening-and-testing-in-california\/\" target=\"_self\" >Preemployment screening and testing: California<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-fcdab8bb wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h3 class=\"wp-block-heading has-large-font-size\">About the author<\/h3>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:100px\">\n<figure class=\"wp-block-image size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/09\/18081255\/rena-pirsos-150x150.jpg\" alt=\"Rena Pirsos, JD, Legal Editor at Brightmine\" class=\"wp-image-6373\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/09\/18081255\/rena-pirsos-150x150.jpg 150w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/09\/18081255\/rena-pirsos-300x300.jpg 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/09\/18081255\/rena-pirsos-768x768.jpg 768w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/09\/18081255\/rena-pirsos.jpg 800w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p class=\"\"><strong>Rena Pirsos, JD<\/strong><br>Legal Editor, Brightmine<\/p>\n\n\n\n<p class=\"\">Rena Pirsos has more than 30 years of experience in legal publishing. At Brightmine, she covers topics related to payroll, including income and employment tax withholding, depositing and reporting; taxation of employee compensation and benefits; wage payments; child support and garnishment order compliance; and international payroll issues.<\/p>\n\n\n\n<p class=\"\">Rena holds a Juris Doctor degree from Hofstra University School of Law and a Bachelor of Arts degree in psychology and French literature from Fordham University&#8217;s College at Lincoln Center. Prior to joining Brightmine, she was managing editor for the American Payroll Association and developed and co-authored many of its core publications. In earlier years, she was managing editor of the UCC Law Journal and Banking Law Journal at Warren Gorham Lamont\/Thomson Professional Publishing, and a legal editor for Thomson Reuters&#8217; Payroll Guide, Prentice Hall&#8217;s guides to federal, state and local income tax, and CCH\/Wolters Kluwer Federal Securities Law Reports.<\/p>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" 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This resource answers the most common compliance questions related to this tricky situation.<\/p>\n","protected":false},"author":24,"featured_media":7964,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[56],"tags":[],"topic":[65,68],"class_list":["post-6931","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-employee-benefits","topic-employee-leaves"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Ask Our Experts: Final pay deductions for negative PTO balance<\/title>\n<meta name=\"description\" content=\"It&#039;s not uncommon for an employee to have a negative PTO balance at termination. 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