<aside> 💡 Custom Cabinet Planner Tip**:** You will probably want to use one of these two Sections (i.e., Paid Time Off or Vacation Policy), if so, you will probably want to combine parts and pieces from each into a single section. Clearly explaining your Paid Time Off policy in writing keeps everyone on the same page. Here are some things you might consider including to make this page comprehensive.

</aside>

Guidelines for PTO Use

• Each full-time employee will accrue PTO bi-weekly in hourly increments based on their length of service as defined below. PTO is added to the employee's PTO bank when the bi-weekly paycheck is issued. PTO taken will be subtracted from the employee's accrued time bank in one-hour increments.
• Temporary employees, contract employees, and interns are not eligible to accrue PTO.
• Eligibility to accrue PTO is contingent on the employee either working or utilizing accrued PTO for the entire bi-weekly pay period. PTO is not earned in pay periods during which unpaid leave, short or long-term disability leave, or workers' compensation leave is taken.
• Employees may use time from their PTO bank in hourly increments. The time that is not covered by the PTO policy, and for which separate guidelines and policies exist, include company paid holidays, bereavement time off, required jury duty, and military service leave.
• To take PTO requires two days of notice to the supervisor and Human Resources unless the PTO is used for legitimate, unexpected illness or emergencies. (Use the Paid Time Off form to request PTO.) In all instances, PTO must be approved by the employee's supervisor in advance.
• Your Company appreciates as much notice as possible when you know you expect to miss work for a scheduled absence.

Paid Time Off (PTO) Exceptions

• Employees who miss more than three consecutive unscheduled days may be required to present a doctor's release to the Human Resources department that permits them to return to work.
• PTO taken in excess of the PTO accrued can result in progressive disciplinary action up to and including employment termination. This time off will be unpaid. The only possible exception to this policy must be granted by the company president.
• PTO accrued prior to the start of a requested and approved unpaid leave of absence must be used to cover hours missed before the start of the unpaid leave.
• Under the company's Family and Medical Leave Act (FMLA) policy, all accrued PTO time is taken before the start of the unpaid FMLA time.
• Unscheduled absences, due to illnesses of four hours or more, that result in consecutive days absent from work, are considered one absence incident in relation to potential disciplinary action.

Progressive Disciplinary Action Defined

Progressive disciplinary action relative to incidents of absenteeism is administered on a rolling 12-month calendar as follows:

• One to three incidents: No disciplinary action. Supervisory coaching
• Fourth incident: Verbal warning with a documented coaching session
• Fifth incident: Written warning in the employee's file
• Sixth incident: Employment termination