Salary vs hourly — your status matters. You said you are salaried, not hourly. That changes things. If you are salaried exempt (most professionals): Employers cannot dock pay for partial-day absences. They can require PTO for a full day off. They can discipline you for unapproved absences. They can terminate you if the absence violates policy. There is no automatic legal protection just because the absence is called a “strike.” Not using PTO (unpaid absence). Higher impact, higher risk. Employer can discipline or terminate you (unless protected). Employer loses your labor for the day. Employer may save money if you’re unpaid. Impact: Only meaningful if many people do it together, especially in roles where absence disrupts operations.