FWIIW, that practice is illegal. If you are exempt (salaried), time spent on the job site is supposed to be evaluated in days, not hours. So if you are off of work for even 5 hours on a day, if you show up for work those 5 hours are NOT to be docked. This is because exempt employees are supposed to be evaluated on task performance not hours spent. When the whole exempt vs. non-exempt thing blew up in the 80s, legal counsel had seminars for us in management to explain what you could and could not do with exempt and non-exempt. That included lunch breaks for non-exempt (they are not allowed to volunteer their lunch breaks w/o 1.5 time pay) and the PTO time situation.
If you have records you could sue them, if it is worth the hassle
That is really interesting. No, I'd never sue them, but you would not believe just how petty they were on hours. And it's not the company, it was my boss and his boss. Think about this;
We worked a 9/80 schedule. 4/9's one week, 4/9's & 1/8, the next.
The company gave us 11 holidays/year, but a holiday was 8 hours pay.
My bosses boss started making us work 9 hours on the Friday we worked and only put 8 on our 'time sheet', so when there was a holiday that fell on a week where you were normally off that Friday, you could put 10 hours on one of your days to make up for the hour the company wasn't paying you for the holiday. Hope that makes sense.
Now that scenario only happens about 3-4 times per year, but now we were required to work 26 hours per year for the privilege of having a 9/80 schedule.
Wish I'd known this information earlier, though. I'd have brought it up to my bosses boss. They never understood the concept of being salaried. They both have hourly wage employee mindsets.
KC