Note: PTO (paid time off) is the equivalent of sick days, flex time, personal days, whatever your heart desires to call a day of leave in which you still get paid.
Here's the scenario:
Employee A is salaried with Fake Company Name. Employee A works hard. Direct Supervisor commends Employee A for hard work, recommends that Employee A reach out to Different Department Head. Different Department Head says "Employee A, we want you on our team but we need to go through the formal interviewing process." Employee A goes back to Direct Supervisor and reports on the conversation. Direct Supervisor says "this is great news".
Fast forward two weeks. Employee A has ~5 hours of scheduled interviews with various leads under Different Department Head. Direct Supervisor says "you have to take a day of PTO to attend these interviews." (Employee A largely bills out to clients and won't be able to do so during the day of the interview.) Employee A's PTO will not change upon taking a role under Different Department Head (that is, PTO is a company wide standard will have the same accrual rate --nor will banked PTO be lost.
Legality aside -- what are the drawbacks of forcing this employee to take PTO here? Obviously if Employee A wanted to interview outside the company PTO would be necessary. Should this be a situation where Employee A doesn't have to take PTO but is required to make up lost work time? Should Employee A bargain during the hiring process to make a special case to get the lost day of PTO back? This is particularly relevant because Fake Company Name, where the above parties work, adhere to US gov't holidays and has only 2 weeks of flexible time off.
Related, but not exactly relevant: