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PTO Ledger

How to read your accrual statement

Payroll systems print the same policy in at least three different units, and the figures look nothing like each other. This page is the conversion, and then the two rules that decide what the balance is actually worth.

Three units, one policy

The same accrual expressed four ways
What your statement shows What it meansHours a year
3.08 hours per pay period, biweekly 26 periods80.08
3.33 hours per pay period, semimonthly 24 periods79.92
6.67 hours per month 12 periods80.04
0.0385 per hour worked full-time year of 2,080 hours80.08

Converted by the same function the calculator uses.

The trap is comparing a per-period number across schedules. Biweekly 3.08 and semimonthly 3.33 are nearly the same annual entitlement, because one is divided by 26 and the other by 24. Reading one as the other overstates or understates the year by about 8 per cent.

A ceiling halts accrual. It does not delete hours

This is the single most misread mechanic. When a balance reaches the maximum accumulation, the next period adds nothing — but the hours already in the balance stay. Ohio states it plainly for its own workforce: when the maximum accumulation is reached, pay period accruals cease. Use some time and accrual resumes, limited to the room you freed.

That is a different thing from a use-it-or-lose-it rule, which does delete a balance at a cutoff. Several jurisdictions allow a ceiling while restricting or forbidding forfeiture, so the two need to be read separately.

Carryover is a third rule

A carryover limit decides how much crosses into the next year. Maine makes the interaction explicit — carried hours may not reduce what you are entitled to earn in the following year — while Vermont lets an employer that pays out a balance refuse carryover instead. Neither is the default; each comes from the text.

Then the jurisdiction

What the balance is worth when you leave is a separate question again, and it is the one that varies most. 30 jurisdictions are covered here, each with the lines we read and the questions the source did not settle.

Informational only. Not legal advice, and not a substitute for your employer’s written policy.