Agreed with CBG although maybe not with the policy. What happens if there is not PTO? Do you not pay the employee even though you know they worked? (Which is illegal). Also, legally the burden of keeping accurate time records and complying with federal MW/OT rules is on the employer, not the employee. The big problem I have with the policy is that it encourages supervisors to not do THEIR job. I would much rather see normal progressive discipline, warnings, suspensions without pay, and terminations just like any other violations and not have something special effecting pay for this type of violation only. Agreed that jerking the PTO chain in TX is probably not a big deal legally, although if I was writing the policy I would have a more general rule that anyone who formally violates policy does not earn PTO that month. Such a policy is legal in all 50 states, and stays away from the "not paying people for time worked" third rail, and does not encourage supervisors to not do their jobs.

