Using PTO to make a full pay ck

Anyone else have this prob?? I have two pressing questions:
Firstly, we're heading into slow season, and NOW my DON decides to hire the 5 full time staff we've been missing. Now we are being put on call at least once a wk. Having to use PTO to make a full pay ck. She seems to do this every year. We have poor retention on our night shift. Anyone else coming across this? From a hospital-provided-benefits perspective, does it seem fair I have to use my PTO (one of my benefits which Id like to use for say, I don't know....a vacation??) to make a pay ck??
Secondly, if staff on my shift sign up for a CEU class, esp one that is 7-8 hrs, we will get cancelled because my boss doesn't want to pay us OT (by law anything over 40 hrs must be paid @ 1.5). So, there I go again. Short my pack by four hours or use my PTO just to make my normal 36 pay. Is this ethical, moral, legal?
2nd thread same info???

Quote from SIXGUNSAnyone else have this prob?? I have two pressing questions:Firstly, we're heading into slow season, and NOW my DON decides to hire the 5 full time staff we've been missing. Now we are being put on call at least once a wk. Having to use PTO to make a full pay ck. She seems to do this every year. We have poor retention on our night shift. Anyone else coming across this? From a hospital-provided-benefits perspective, does it seem fair I have to use my PTO (one of my benefits which Id like to use for say, I don't know....a vacation??) to make a pay ck??Secondly, if staff on my shift sign up for a CEU class, esp one that is 7-8 hrs, we will get cancelled because my boss doesn't want to pay us OT (by law anything over 40 hrs must be paid @ 1.5). So, there I go again. Short my pack by four hours or use my PTO just to make my normal 36 pay. Is this ethical, moral, legal?

They can do this if you are not union.

they can do this if you ARE in a union. Federal law trumps union contracts.

At one time, in some states if you were carried on the books as full time and were scheduled for less than a certain numbers of hours for a week you could claim unemployment benefits for that week. Something you could check into.

Quote from SIXGUNSAnyone else have this prob?? I have two pressing questions:Firstly, we're heading into slow season, and NOW my DON decides to hire the 5 full time staff we've been missing. Now we are being put on call at least once a wk. Having to use PTO to make a full pay ck. She seems to do this every year. We have poor retention on our night shift. Anyone else coming across this? From a hospital-provided-benefits perspective, does it seem fair I have to use my PTO (one of my benefits which Id like to use for say, I don't know....a vacation??) to make a pay ck??Secondly, if staff on my shift sign up for a CEU class, esp one that is 7-8 hrs, we will get cancelled because my boss doesn't want to pay us OT (by law anything over 40 hrs must be paid @ 1.5). So, there I go again. Short my pack by four hours or use my PTO just to make my normal 36 pay. Is this ethical, moral, legal?

Most hospital I have worked in would do this to you. The second they thought they MIGHT be able to get by without you they lay you off for 4-12 hours and if you can't that pay cut you must use PTO to cover the difference. Magnet hospitals seem to be the worst in my experience. I went for years without a vacation cause of this.Now my main job is at a union (non Magnet) hospital and they do not do this to us per our union contract.