Jump to content

Requesting PTO prior to Resignation  

15 members have voted

  1. 1. I do not get a pay out of accrued PTO when I leave . I have about 11 days earned & I have to give 8 weeks notice..so...

    • Request time off, get it approved and then put in 8 weeks notice?
    • Dont request off..just work your last 8 weeks so you don't burn a bridge

Recommended Posts

Hi fellow PAs,


I need some advice. I am planning to leave my job. I have to give 8 weeks notice. I have about 11 days of PTO which I will not be getting a pay out for (private practice in NY and stated in my contract, no way around it)

My question is do I request my days off and once I get them approved, hit them with my resignation?


Just work my 8 weeks and lose my time off   :-(   in effort to leave on a good note and not burn a bridge?


Anyone with experience with this?

Link to post
Share on other sites

Many places won't pay you PTO or let you take PTO if you resign. I suspect if you put in for PTO and then resigned they would tell you no on the previously approved PTO. It seems you have 2 choices....1) Put in for your PTO, take it, and resign when you get back. This will likely burn the metaphorical bridge as they will feel they have been "tricked". 2) write off the PTO, resign and finish your time like a champion. Be classy and above their petty nonsense.


Your mileage may vary.

Link to post
Share on other sites
1 hour ago, sas5814 said:

Many places won't pay you PTO or let you take PTO if you resign. I suspect if you put in for PTO and then resigned they would tell you no on the previously approved PTO. It seems you have 2 choices....1) Put in for your PTO, take it, and resign when you get back. This will likely burn the metaphorical bridge as they will feel they have been "tricked". 2) write off the PTO, resign and finish your time like a champion. Be classy and above their petty nonsense.


Your mileage may vary.

This.  Your organization likely has a policy on this.  I've worked places where they don't pay out and in theory once you put in notice you are not allowed to use your PTO and anything you have requested is revoked.  However my individual manager was allowed to override this (essentially the policy is in place in case they want to enforce it) and actually worked with me to use as much of my PTO as possible after giving notice (i.e leave if it wasn't busy, etc) bc she disagreed with the no pay out policy.

There's no right answer here as each job, situation, manager is different.  Do your due diligence on the policy and make the best decision you can.

Link to post
Share on other sites

Our hospital pays out vacation time if you resign/quit/leave.  You lose all of your accrued sick time.


In my opinion that is time that you have EARNED and you are ENTITLED to it.  I think that if you are planning on resigning you should request 10 days vacation time, and resign upon returning from vacation (obviously if you can afford to give them a month or so prior to resigning it looks a lot better).


Maybe I am "disgruntled" after only 4 years in the field, but I don't feel I owe my employer anything.  I am very profitable for the department I work for, I see a lot of patients (often far more than the physicians) and I pay for my own licenses.  Why give back vacation time that you earned?

Link to post
Share on other sites

UV I agree. I never leave money on the table if I can avoid it. My current employer nickle and dimes us to death and I won't give them a penny if I can avoid it. Like CME.... our accrued CME money rolls over year to year but the allotted time off doesn't. use it or lose it. I am going to use every hour somehow no matter what.

Most employers lump all your time off into PTO which they don't have to pay out f they choose not to or have a policy to that effect. Some employers still split vacation and sick time. In those cases your vacation is paid out because it has a cash value. Sick time is considered an insurance policy and it isn't paid out.

That said sometimes you have to choose between getting your money and burning a bridge. Judgement call, case by case.

Link to post
Share on other sites

While I'm not a professional PA yet, here is my two cents.

I would inform of your resignation, then sit down and have a discussion about the PTO. See if they are willing to work with you to get those days off, or at least use some of the days. I think it would be more reasonable if you actually have something planned for why you need to use the PTO days, rather than just using them just to use them.

If they aren't willing to budge, then oh well but at least you tried to work out out instead of being sneaky about it. It is pretty obvious when someone takes a bunch of time off then resigns. Why risk burning that bridge and having that kind of reputation? Especially since you knew this going into it with your contract.

Link to post
Share on other sites

Contract says you won't get payout, doesn't mean you won't get the days.

I would sit down with boss and say you're leaving in 8 weeks, and need to burn your PTO.  Tell them how grateful you are for everything they've done for you, how much you will miss them....and when would they like you to burn your PTO.

Bottom line...use your PTO.

If they are dicks, then be a dick back.  I can work really, really, really slow.  I can also catch a bad cold tomorrow.  And my goldfish could die or something.


You've got 11 days PTO.  What's that worth, $5-8K?  Would to let them steal that?

  • Upvote 2
Link to post
Share on other sites
  • Moderator

might want to check into state law for NY


If the PTO is a "earned beneft" I don't think it is legal for the company to take it away



Take a 2 week vacation


come back and work a week and then hand in the letter  "Vacation got me thinking....."

  • Upvote 1
Link to post
Share on other sites

Join the conversation

You can post now and register later. If you have an account, sign in now to post with your account.

Reply to this topic...

×   Pasted as rich text.   Paste as plain text instead

  Only 75 emoji are allowed.

×   Your link has been automatically embedded.   Display as a link instead

×   Your previous content has been restored.   Clear editor

×   You cannot paste images directly. Upload or insert images from URL.

  • Similar Content

    • By MiMtMePAC
      I recently graduated and was offered a New Grad Hospitalist position in the New England area at a community hospital without some specialties and would like some feedback on the offer...
      Compensation: $48/hr, annually $99,840, plus incentive bonus (unknown amount), shift differential for night shifts $3/hr
      Schedule: 3 12hr shifts, alternating weeks of days and nights, 2 locations couple blocks apart, 6-10pts per day, great coaching and MD support, closed ICU/OBGYN, all surgical emergencies go to larger state hospital nearby
      PTO: 280hr allotment for all CME, sick, vacation, holidays, etc
      CME: $2500 for all license, DEA, certifications, etc
      Added bonus: AAPA Hospitalist bootcamp after 3-6months of starting, covered by the hospital
      Benefits: 10K loan reimbursement per year, relocation reimbursement coverage, 403b 3% match first year, then 5% match thereafter; Healthcare, Life insurance, AD&D, malpractice with tail coverage, etc. 
      Does this seem like adequate compensation in general, and is that a good differential for nights? How could I negotiate this if at all? The alternating weeks of days and nights sounds rough, how could I configure this? Any other comments or insights are appreciated!
      Thanks for your help!
    • By knwandrick
      Hello! I'm a new grad and recently received a job offer and contract. I wanted to see what other PAs thought and things I should negotiate since this is my first experience with this.
      Position is with a spine surgery practice in Texas:
      - Salary $90K with yearly bonus "at discretion of CEO." This seems a little low, but hard to negotiate as I have no experience.
      - 2 weeks paid vacation - In my interview they also stated that major holidays were off as well. Need to clarify if these would be paid or not. Is this reasonable time off or too little?
      - 5 days sick leave with doctor's note
      - CME allowance of $2500. They stated in interview that I also would have 5 days for CME, so I need to clarify this with my contract and whether they are paid or not and have this included in writing.
      - Malpractice insurance is provided "consistent with reasonable surgical physician assistant coverage." Obviously need to clarify whether occurrence or claims maid. And tail or not.
      - Individual health insurance covered by employer. Family health insurance covered by employee. I only need coverage for myself, so this sounded like a good deal to me.
      Other than above, I also wanted feedback on my hours. My schedule is described as up to 5 days a week but then later says that 5 days is routine and more days as agreed by PA and physician as needed. Hours may or may not extend past 10 hours per day with workload not to exceed 80 hours a week. There is no mention of call but when discussed they said I should "rarely" be on call. Obviously I'm not trying to get tricked into working 80 hours a week when the job was described as a M-F position. What is the best way to ask that this is clarified and protect myself from being exploited?
      Appreciate all of your feedback! Thank you!
    • By watkjd
      Hey all, I just wanted to see how common it is to NOT be offered any vacation time or PTO. Recently started a new position in critical care (my background is neurosurgery and pulm/critical care) and was told PTO was not an option; this was not compensated by a higher wage either. Same went for the docs on our service, no vacation time. It was implied that this is due to our payment structure being shift work/hourly as opposed to salary. I'm trying to do some research and see in what situations PAs are not routinely offered some form of vacation time. I'm especially interested in those working in settings where they are paid hourly or by the shift.
      Anyone out there that is hourly or shift work and also receiving vacation time? If so how much? Anyone not offered vacation (any specialty) and if so what reasons were given??
      thanks so much
    • By Slushya
      I really need some advice from my fellow colleagues. I will explain my situation, and the predicament I am facing. I have been a PA for 13 years. I started a new job and brand new specialty 6 months ago. When it sounded too good to be true, it was. I also work in another specialty prn. This was agreed upon when I signed my contract. I am paid an annualized salary for a certain number of hours per week. No benefits, other than a small amount of CME and some paid sick/vaca. It is a solo physician practice, however, I learned that my SP is not "in charge" of his own practice. It is the office manager who has the upper hand. She runs the show, and makes sure everyone knows it. Trying to make a longer story short-I have been giving everything I have into this practice, going above and beyond to be an excellent employee, by increasing productivity, and giving my patients superior care. Initially, the workload was not as much of an issue, because I was building a patient base. I have always had remote access from home, but had to beg to get this. My contract was changed at that time, but it's not clear in the wording. Now, I am booked solid for four months. I am working 10-12 hour days without lunch or a break. I am still not finished and have to work hours from home, but I am not being compensated. I have tried discussing this with my SP, but she doesn't seem to want to deal with any of these issues. It is all being handled by the crazy office manager, who micromanages the heck out of everyone. I started getting 10-12 emails per day, on what I was doing wrong (mostly billing issues), and basically telling me how to practice. She is now making my life miserable. I was sent 128 "tasks" to go back and fix. The tasks were all basically the same reoccurring code that I used (didn't understand initially, but now I do). The code just needs to be removed from the charts. This was the icing on top of the cake. I found this to be so absurd that I laughed. I already dont have time for my administrative tasks that I'm not getting compensated for. AND, my medical assistant is not allowed to help me in many ways. The problem is, I like and respect my SP. My contract says 90 days, but I cannot continue to do this much longer. I have a feeling they will require me to adhere to the 90 days, and pay tail coverage. I am also owed CME money. At this point I don't care, I just want out. I plan to continue my prn job, and that's it. I have to recertify this year as well-after that, I'm done. Tired of getting taken advantage of. Could I argue that 30 days would suffice, otherwise, any time beyond that would only contribute to the detriment of my physical and mental health? I have lost so much time with my family, and have fallen asleep at the computer at 2-3am multiple times. I am the 3rd PA in 2 years. Duh, why didn't I see that!? Please, any friendly advice would be greatly appreciated.
    • By gizmo#12
      I am negotiating a 9-month contract in a school based clinic. They are not offering much PTO time as I have school holidays, vacations, and the summer off. Offered 7 days and a 13 days "reserve bank" for emergencies. This includes personal, holiday, sick, professional, vacation. I cannot carry over any time to the next year. Their rationale is all the time off I have and that they don't want me to take time off during the school year. My biggest concern is no sick time if I or a family member became ill and paid time off for CME. Anyone have any thoughts? I am the first provider being offered this. BTW I have 34 years of experience. First time this old timer has negotiated a contract. It is a new frontier out there.
  • Create New...

Important Information

Welcome to the Physician Assistant Forum! This website uses cookies to ensure you get the best experience on our website. Learn More