Common use of PTO Use Clause in Contracts

PTO Use. A. An employee may utilize accrued PTO for sick time (including for illness of an employee’s child, parent, spouse or domestic partner) provided the employee notifies the Employer at least two (2) hours prior to the start of the employee’s shift. Requests for PTO for reasons other than sick time must be submitted at least seventy two (72) hours in advance of the intended usage date(s) and shall be approved to the extent local staffing requirements permit on a first come, first served basis. A minimum of five (5) paramedics, five (5) EMTs and two (2) Supply Techs will be approved for prescheduled PTO on any given day, provided that there is 24-hour per day coverage for Supply Techs. Additional employees above the minimum may be approved for prescheduled PTO and vacation on the same day, at the Employer’s discretion, provided adequate personnel are available to accommodate the necessary workload and the employee has sufficient accrued PTO to cover the requested time off. An employee who is denied PTO may still take the time off provided the employee obtains his/her own appropriate shift coverage in accordance with Section 10.14 and notifies the Scheduling Department at least two (2) hours prior to the shift that he/she wishes to be paid PTO for the shift. Requests for PTO usage that are related to emergencies and other legitimate unexpected and unplanned events shall not be unreasonably denied by the Employer. Once an employee’s request has been approved, it cannot be canceled for reasons other than a Government declared emergency. For call-outs on a shift immediately preceding or following scheduled PTO or a holiday, the Employer shall have the right to require verification, immediately at the start of the employee’s next shift, to establish the unforeseen nature of the circumstances necessitating the absence. Failure to provide verification to the Employer’s reasonable satisfaction may result in discipline. B. Excessive utilization of unapproved, short notice PTO (i.e., less than seventy two (72) hours) may result in disciplinary action in accordance with the employer’s attendance policy, notwithstanding the presence or absence of accrued PTO.