Question: Can we require our staff to use PTO for missing a meeting?
Answer: No, we generally advise against this practice because PTO is intended for personal time off, not as a disciplinary tool.
While it’s frustrating when team members miss important meetings, using a broad-stroke policy like “forced PTO” usually creates more problems than it solves. Leadership in ministry is about stewardship and discipleship. If someone is consistently missing meetings, it’s usually a performance or a heart issue that requires a coaching conversation, not a payroll deduction.
Implementing a policy like this can quickly damage staff morale and create an atmosphere of legalism rather than grace. There are also potential legal complexities regarding wage and hour laws that you want to avoid. Instead of a blanket policy, we recommend handling attendance through direct coaching.
If a meeting is missed, the better route is a follow-up task or a one-on-one meeting to discuss the “why” behind the absence. Clear expectations and healthy accountability will always build a stronger culture than punitive administrative rules.
Original content by HR Ministry Solutions. This information is provided with the understanding that Payroll Partners is not rendering legal, human resources, or other professional advice or service. Professional advice on specific issues should be sought from a lawyer, HR consultant or other professional.
