[Superman]

I'm a labor relations guy and, as much as I tend to support workers' rights, I would say there is plenty of potential for this to go either way. I wonder if the local labor board action is concluded, what their process is (arbitration, whatever) and whether the labor board decision is in your favor or not. And at some point I would suggest you consider just moving on. If it's fun and inexpensive to represent yourself and get this in front of an arbitrator, then have at it and enjoy yourself. But if it's aggravating and stressful, let it go.

These cases can be complex. First, I think there is some obligation on the part of the employer to communicate, in writing, the details of your benefits, or at least some of your benefits. An arbitrator might have to decide whether this notice requirement applies to the vacation benefit, and whether it extends to a requirement to outline, in writing, the details of how that vacation benefit is represented on your paystubs. And then he/she would have to rule on whether the company met that requirement. And even if this issue is fuzzy or you lose the issue outright, there is (in my view) a secondary and independent question of whether what they DID publish on your pay stub amounted to a signal that the 20 hours are part of your entitlement, in a way that amounts to an enforceable commitment. That is, if the arbitrator concludes that there was no obligation to provide this detail in writing, but in fact the empployer did provide it anyway, and it says you get the 20 disputed hours, then the arbitrator may reach a decision that essentially says, "The check stub says you have given this worker these 20 hours, now give it to him."