PTO Usage. A. PTO eligible employees may use a maximum of forty (40) hours of PTO when taking a full week of PTO provided they have such PTO available.
B. An employee may not take more than twelve (12) hours of PTO per day.
C. PTO may be taken as it is earned.
D. PTO is available for use in hourly increments.
E. Employees may not take more PTO than they have accrued and will not be allowed to have a negative PTO Balance.
F. PTO is paid at an employee's regular pay rate and does not include overtime or special forms of compensation such as premiums, shift differentials, weekend differentials, skill based differentials, etc. PTO is not counted as hours worked for purposes of calculating overtime.
G. PTO may be used for both planned and unplanned absences, and will be charged when an employee is absent during his or her scheduled hours.
H. For planned absences, employees should request time off from their supervisors/schedulers as far in advance as possible. Requests for time off and its approval shall be determined by Local Agreements. In an effort to provide a better work-life balance and approve more time off for employees and ensure that operations are appropriately staffed, the American Red Cross will offer the following Prearranged and Ad Hoc PTO and Floating Holiday (FH) request program.
PTO Usage. A. PTO eligible employees may use a maximum of forty (40) hours of PTO when taking a full week of PTO provided they have such PTO available.
B. An employee may not take more than twelve (12) hours of PTO per day.
C. PTO may be taken as it is earned.
D. PTO is available for use in hourly increments.
E. Employees may not take more PTO than they have accrued and will not be allowed to have a negative PTO Balance.
F. PTO is paid at an employee's regular pay rate and does not include overtime or special forms of compensation such as premiums, shift differ- entials, weekend differentials, skill based differ- entials, etc. PTO is not counted as hours worked for purposes of calculating overtime.
G. PTO may be used for both planned and un- planned absences, and will be charged when an employee is absent during his or her scheduled hours.
H. For planned absences, employees should request time off from their supervisors/schedulers as far in advance as possible. Requests for time off and its approval shall be determined by Local Agreements.
I. When an employee uses PTO to cover an un- planned absence, the time will be accurately recorded by management as it is used. If an em- ployee is on FMLA or extended medical leave and has exhausted his/her paid leave, the em- ployee will be required to use all PTO with the exception of five (5) days, which shall be re- served.
J. An employee whose last day of work occurs prior to the end of the pay period will receive a prorated amount of PTO. Similarly, an employ- ee who transfers into an employment status that is ineligible for PTO will receive a lump-sum payment for accrued but unused PTO.
K. Accrued, unused PTO will be paid to employees at termination of employment, up to the Accrual Limit for full-time employees or up to the pro- rated Accrual Limit for part time employees.
PTO Usage. (a) Any Purpose: PTO can be used for a vacation, holiday, sick day, personal day, bona fide injury, or any other purpose.
PTO Usage. A. PTO eligible employees may use a maximum of forty (40) hours of PTO when taking a full week of PTO provided they have such PTO available.
B. An employee may not take more than twelve (12) hours of PTO per day.
C. PTO may be taken as it is earned.
D. PTO is available for use in hourly increments.
E. Employees may not take more PTO than they have accrued and will not be allowed to have a negative PTO Balance.
F. PTO is paid at an employee's regular pay rate and does not include overtime or special forms of compensation such as premiums, shift differentials, weekend differentials, skill based differentials, etc. PTO is not counted as hours worked for purposes of calculating overtime.
G. PTO may be used for both planned and unplanned absences, and will be charged when an employee is absent during his or her scheduled hours.
H. The American Red Cross will offer the following Prearranged and Ad Hoc PTO and Floating Holiday (FH) request program for Collections.
1. Prearranged PTO - Collections Staff will submit requests for prearranged PTO/FH during two (2) bid windows, on the first business days of September and March. Full week(s) of PTO/FH shall take precedent over individual PTO/FH days. The September bid window will be for time off for January 1st to June 30th: the March bid window will be for time off for July 1st to December 31st. The employee will have three weeks to submit their requests. The employer will disposition requests no later than October 15th for the January through June period, and April 15th for the July through December period.
2. Local language regarding approving PTO by classification will be followed.
3. Ad Hoc PTO/FH covers requests for personal business or other events that cannot be foreseen or planned during the prearranged PTO bid windows.
A. The employee can only request Ad Hoc PTO after the bid window has closed. Ad Hoc PTO requests are first come, first served.
B. Ad Hoc requests can only be requested before the final staff schedule has been created. Once approved shall not be rescinded by the employer (unless due to extraordinary circumstances). ·
C. If Ad Hoc PTO is requested after the staff schedule is posted, the employee will review and disposition the request. The employer has the right to deny the request if the request would create a negative scheduling or operational impact on the business.
PTO Usage. All PTO hours are to be used in one (1) hour increments.
PTO Usage. Use of PTO time shall be approved at least three (3) days in advance by an employee’s supervisor, except in circumstances relating to illness or in highly extenuating circumstances.
PTO Usage. Employees must submit a PTO request via the established process. PTO must be utilized for entire shift with the following exception:
PTO Usage. (a) PTO hours can be used to give employees vacation, Holidays, and/or pay for short-term illness. For all full-time and part-time employees who have started on the PTO program, benefit hours are earned on regular hours worked and/or benefit hours paid. For every regular hour worked and/or benefit hour paid, a part of a Paid Time Off hour is earned. Employees working less than forty (40) hours per week earn a prorated percentage.
(b) Paid Time Off Accrual rates: Full-time status Less than 3.99 years of service 8.2 hours / pay period 4th through 8.99 years of service 9.52 hours / pay period 9th through l4.99 years of service 11.12 hours / pay period l5 years of service and over 11.7 hours / pay period *As of October 1, 2012, 15 years of service accrual rate is discontinued. Those currently receiving the accrual rate will continue to do so.
(c) Full-time employees are encouraged to take a two (2) week vacation each year. Plans for extended vacations need approval from the department head. PTO must be used before a department head may grant days off without pay. If employee has 160 hours of PTO, they may take up to twenty-four (24) hours of time off in a calendar year without using PTO. (Exception: Hours within a single day, partial day missed by the employee, or days off when requested by the department head for the benefit of the department). Terminated employees are paid at their current base wage rate for accumulated PTO hours due.
PTO Usage. (a) On the job injury. There will be no charge of PTO for attendance at a physician’s office, or for therapy due to an injury or illness which is job related and the subject of an accepted Workers’ Compensation claim. PTO leave provisions will apply in the event the illness or injury is not an on-the-job injury. If the injury was considered an on-the-job injury and requires visits to a doctor’s office, those visits shall be considered work and shall reflect on the scheduling software and Employee’s timecard.
PTO Usage. Employees covered by the voluntary Short Term Disability Plan will use Paid Time Off (PTO) during the two-week elimination period, consistent with Sections 20.8 and 40.4 of the Agreement. If the period of disability extends beyond two weeks, the employee shall designate his/her option of PTO usage on the form provided by the Employer, which will be effective with the current claim period. If the employee fails to designate their option of PTO usage, the Employer will supplement the 60% short term disability (STD) benefit with 40% from the employee’s PTO bank taking their earning to 100% of their regular gross earnings until the employee’s PTO bank reaches 80 hours or until such time as the employee notifies the Human Resources representative that they do not want the supplement. In that case, the supplement will be discontinued at the beginning of the next pay period. The employee’s election to supplement or not supplement their STD benefit will be effective for the duration of the STD period. When an employee’s PTO bank reaches 80 hours, the employee will be contacted by a Human Resources representative to determine if they wish to retain 80 hours in their bank, as provided in Section 40.4 of the Agreement.
