Dear Reader: What happens if a family emergency, or any situation arises, good or bad and you need to take time off from work?

Life happens, and when it comes to paid time off (PTO), you can’t always schedule milestones ahead of time. Earlier this month, after Ben Shelton won his fourth round match at Wimbledon, during his on-court interview, he indicated his sister was his lucky charm. This prompted him to plead on-air to her employer to grant the upcoming week off from her investment bank. Although he didn’t end up winning the tournament, the public plea worked: she was granted the time off to cheer on her sibling across the pond.

If a situation arises for you when you want time off — after all, life is fleeting — for a special circumstance, good or bad, don’t immediately dismiss it so that your boss won’t grant approval. If you don’t ask, the answer is already going to be no. You owe it to yourself to at least ask. Be prepared for the conversation and what you are willing to negotiate. For instance, perhaps you’re new to a job, in that instance, be willing to go negative on your PTO bank.

David Rice, HR expert at People Managing People, said, “Be direct and professional while emphasizing the urgency and importance. Frame it as a request, not a demand, and provide as much advance notice as possible even if it’s last-minute. Lead with appreciation for their consideration and acknowledge the inconvenience.”

If you’re out of PTO, your request to your boss doesn’t mean it will be an automatic no. Alisa Kline, HR consultant for Flex HR, said, “Perhaps offer to take a couple days unpaid (FLSA exemption status may be a factor here) or request an advancement in PTO, but don’t be surprised if the answer is no. Sometimes these decisions can be based on company need or conflict in work coverage. Alternatively, if you don’t need full days off, you could also offer to telework (if possible).”

If you’re concerned about TMI (too much information) and how much to share with your boss, evaluate the situation. Louis Carter, founder of Most Loved Workplace®, organizational psychologist and author of “In Great Company: How to Spark Peak Performance by Creating an Emotionally Connected Workplace,” said, “If it’s something personal or medical, just say: ‘It’s a private family matter and I’d prefer to keep the details to myself.’ That’s enough. Oversharing this kind of information is harmful and places everyone in a bad position.”

However, if the situation is celebratory, then consider leaning into it. “If it’s something joyful, like a sibling adopting a baby or making it to Wimbledon, then share it,” said Carter. “Let people in. These are the kinds of stories that connect us at work — and at the same time, if you are gloating during a time the team needs you most — I strongly suggest you temper the baby shower or Wimbledon moments.”

Vicki Salemi is a career expert for Monster, an author, a speaker and consultant, TV commentator and former corporate recruiter./Tribune News Service