> When my company switched to "flexible time off", they also instated an annual goal for number of hours billed, and surprise surprise: to hit the annual goal,

> When my company switched to "flexible time off", they also instated an annual goal for number of hours billed, and surprise surprise: to hit the annual goal, you have to take basically ZERO time off. Previously we earned 2 to 4 weeks depending on seniority. Now it's zero. Does your company have any offices in California? Is this policy applied to those offices in California? If the answer to both questions is "yes", then have a coworker in California talk to a labor lawyer to see if California might consider this PTO policy wage theft. (For context: California considers PTO to be part of your wage, and considers companies that attempt to weasel out of paying PTO to be engaging in wage theft. Based on what I've read California courts give "non-accrual"/"unlimited"/"flexible"/"whatever-they-are-called-these-days" PTO schemes _extra_ scrutiny, because those things hide all sorts of ways to deny workers the wages that they're owed.)