This type of issue is subject to state law, not federal law.
Federal employees are not subject to state laws.
They states can have labor laws that are more restrictive than federal law, they just cannot have laws that are less restrictive.

For instance, a state can have a minimum wage that is higher than the federal minimum wage rate, but not one that is lower.

California has had a number of lawsuits about exempt employees being treated under non-exempt employee rules regarding pay being docked, while not paying the exempt employee overtime. These cases have routinely been decided in favor of the employees, with the employees awarded back pay.

>I spent two years fighting the federal government on this one so the law would have had to have changed since that time. It became a suit for the federal government and we went to court also. This was back in 2000. I find it hard to believe that the courts could rule any differently state-to-state based on federal law. It must have had more to do with general practice and setting a standard (same guidelines for all employees). let me make sure I understand what you are actually stating, you are stating that it is illegal for an employer to require the employee to take either sick leave, vacation time, pto, or time off without pay for an employee's medical apointments, correct? I say that based on my research and experience as a federal employee that it is not illegal at all (in 2000 anyway) and is in fact a standard practice with universities and large corporations.
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>>Actually, it is. 3M got sued over several years ago and lost.
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>>>It is not illegal to require that sick time or vacation or even pto (personal time off) be used for doctors appointments.