Q: “In North Carolina, it is my understanding that employers are required to pay out any vacation earned and not used, but not sick leave. We have PTO which is intended to be used for both vacation and sick leave. Can I have a policy included in our handbook that at termination, employees can be paid out a maximum of, say, 10 of the 15 days they earn?” – Anonymous, North Carolina
Will combining sick leave and vacation leave lead to a termination pay problem?
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