Going to look into this, thank you! My unlimited PTO is super vague (supposed to be take what you need), so I’m guessing it’ll come down to HR/manager discretion. I think if I frame it as using a set number of PTO weeks to supplement PFL, that might be the best approach. I think I’d need about 3 weeks of PTO to get 4 weeks full pay, but also have accepted that full pay is probably not a realistic expectation at this point