FMLA Rules Unclear...

Every few months my employer comes up with new rules re: my intermittent FMLA and I have no clue if the rules are baseless or legit. The latest hidden rule I was told is if I call in and say I'm not feeling well and it's has to do with my chronic condition - if I use a PTO day - my manager STILL deducts 8 hours from my bank of intermittent FMLA simultaneously. It's like I am being penalized twice for the same occurrence. I'm charged a vacation day and the hours are depleted from my FMLA bank for the same occurrence, really? Is that right? Next, I am a salaried exempt associate - beginning this year - I was told I would no longer receive pay for intermittent FMLA - I must use a PTO day or take it without pay. I didn't think it was possible to dock a salaried exempt associate's pay. No other salaried exempt associate's pay will be docked if they use all of their allotted PTO - they will continue to be paid if they are sick. Sounds discriminatory to me... Please let mt know if these practices are legitimate.