Has anyone eliminated their PTO carryover policy? If so, what did you tell the employees? How was it perceived? Did you make any other changes to your PTO policy?
I don't think Georgia is a state in which Vacation time is considered to be earned compensation. However, based on some other things I read, it looks to me like you must pay what has been accrued in Georgia to your continuing, active employees but you needn't allow future carryover beyond that.
If you want to do something more aggressive than that, I advise you seek counsel. I couldn't find a statute on it directly.