Paid Time Off (PTO)

Paid Time Off (PTO) is an all purpose time-off policy for eligible employees to use for vacation, illness or injury, and personal business. It combines traditional vacation and sick leave plans into one flexible, paid time-off policy. Employees in the following employment classification(s) are eligible to earn and use PTO as described in this policy:

* Regular full-time employees

* Regular part-time employees

Once employees enter an eligible employment classification, they begin to earn PTO according to the schedule below. They can request use of PTO after it is earned.

The amount of PTO employees receive each year increases with the length of their employment as shown in the following schedule:

*Upon initial eligibility the employee is entitled to 2 weeks of PTO per full year worked. A full year worked is equal to 40 hours a week for 52 weeks, i.e. 2080 hours. Two weeks of PTO is equal to 10 PTO days, which is 80 PTO hours. These hours are accrued hourly at the rate of 0.041 PTO hrs/hr worked. Calculation: 80 PTO hours earned / 2080 hours worked.

*After 1 year of eligible service the employee is entitled to 14 days of PTO per full year worked. A full year worked is equal to 40 hours a week for 52 weeks, i.e. 2080 hours. 14 PTO days, is equal to 112 hours. These hours are accrued hourly at the rate of 0.058 PTO hrs/hr worked. Calculation: 112 PTO hours earned / 2080 hours worked.

*After 5 years of eligible service the employee is entitled to 19 days of PTO per full year worked. A full year worked is equal to 40 hours a week for 52 weeks, i.e. 2080 hours. 19 PTO days is equal to 152 hours. These hours are accrued hourly at the rate of 0.081 PTO hrs/hr worked. Calculation: 152 PTO hours earned / 2080 hours worked.

*After 10 years of eligible service the employee is entitled to 24 days of PTO per full year worked. A full year worked is equal to 40 hours a week for 52 weeks, i.e. 2080 hours. 24 PTO days is equal to 192 hours. These hours are accrued hourly at the rate of 0.104 PTO hrs/hr worked. Calculation: 192 PTO hours earned / 2080 hours worked.

The length of eligible service is calculated on the basis of a “benefit year.” This is the 12-month period that begins when the employee starts to earn PTO. An employee’s benefit year may be extended for any significant leave of absence except military leave of absence. Military leave has no effect on this calculation. (See individual leave of absence policies for more information.)

PTO can be used in minimum increments of one hour. Employees who have an unexpected need to be absent from work should notify their direct supervisor before the scheduled start of their workday, if possible. The direct supervisor must also be contacted on each additional day of unexpected absence. To schedule planned PTO, employees should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, including business needs and staffing requirements. Full-time employees that are enrolled in Onus One, will be able to use their PTO paid out at hourly rate prior to 10/1/21 for all PTO accrued up until the Onus One start date. After 10/1/21, employees will be paid out their PTO at 70% of the prior 3 month average for billed units.

For all part-time employees, PTO is paid at the employee’s base pay rate at the time of absence. It does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

In the event that available PTO is not used by the end of the benefit year, employees may carry unused time forward to the next benefit year. If the total amount of unused PTO reaches a “cap” equal to one and a half times the annual PTO amount, further accrual will stop. When the employee uses PTO and brings the available amount below the cap, accrual will begin again. For example, if an employee is at the 14 days (112 hours) per year PTO rate, then their cap PTO is 21days (max of 168 PTO hours). Upon termination of employment, employees will be paid for unused PTO that has been earned through the last day of work under the terms above. However, if Imua Physical Therapy, in its sole discretion, terminates employment for cause, forfeiture of unused PTO may result.


Policy No.  315  Issued  11/4/2012  Applicable  1/20/2013  Revised  1/28/2021

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