This hits close to home as I'm currently in the process of revamping our handbook and one thing I've fought for for some time is the ability to be paid out or "

This hits close to home as I'm currently in the process of revamping our handbook and one thing I've fought for for some time is the ability to be paid out or "take" PTO if you leave the company on good terms (ie. 2 weeks notices, you aren't on a PIP, etc). My main arguments is our PTO is accrued (not front loaded) and I feel it is part of my compensation package and I am owed it. The run-around I've gotten in the past is PTO is a benefit not compensation (I honestly don't see a difference) and it would cost the company too much to pay out PTO. My thoughts are this should be treated like 401K contributions where the company HAS to set aside the full amount of money even if the employee isn't fully vested (they get it back if they leave before fully vesting). Also, in my mind, this is easily solvable with just continuing to pay the employee for the duration of their PTO when they leave. That way it's not an increase, it's just the status quo. It would be the same as taking all your vacation then coming back and putting in your 2 weeks (or just leaving). Would love to know any arguments you all have or have made regarding this situation.