Using PTO Sample Clauses
The 'Using PTO' clause defines the rules and procedures for employees to request and take paid time off (PTO). It typically outlines how employees should notify their employer of planned absences, any advance notice requirements, and the process for approval. For example, it may specify that PTO requests must be submitted through a company portal or approved by a supervisor in advance. This clause ensures that both employees and management have clear expectations regarding time off, helping to maintain workplace coverage and minimize disruptions.
Using PTO. PTO can be used for any reason. PTO usage should be scheduled by the employee and approved by the supervisor in advance. Occasionally, unexpected needs will necessitate unscheduled PTO. Supervisors are responsible to record in electronic payroll system whether PTO used was scheduled or unscheduled by the appropriate pay code. Employees may use one unscheduled PTO day as a personal day without being considered UPTO, provided the employee has PTO in their bank and is not currently in corrective action for time and attendance issues. Such personal days cannot be used on weekends or holidays. Such days shall not be used on Halloween, the last seven (7) days in December, the first seven (7) days in January or on a scheduled work day adjacent to a holiday or approved PTO day. Exceptions to this rule will be made for extenuating circumstances (such as being stuck in an airport). When an employee in an active status is absent from work and PTO time is available in the bank, PTO must be used up to the level of the employee’s standard hours. When an employee is on an approved leave of absence, the employee may use PTO in the first week of absence. After the initial absence of one (1) week of their scheduled hours, EIB is to be utilized for the remainder of the leave until EIB is exhausted and then PTO must be used if available. Employees may retain the equivalent of one (1) pay period of scheduled PTO hours in their PTO bank. Employees using PTO shall not be required to clock in their PTO hours.
Using PTO. PTO may be used after 90 days of employment (it accrues from hire date). PTO is paid at the base rate of pay excluding any differentials. Planned time off must be requested in advance per Employer policy. For unplanned time off (due to illness or emergency) employees need to notify their supervisor or designated person per their department policy. Employees may use only that PTO which has already been accrued. Unused PTO is paid to a terminating employee if s/he has been employed for 6- months and has given appropriate 2-week notice and has NOT been terminated for misconduct. PTO request (Schedule Adjustment Request Form) will be approved or denied within two weeks of request and notified in writing by placing the notice in the employee mailbox. It is the employee’s responsibility to plan ahead and have adequate PTO accrued for requested time off. Approved time off without adequate PTO accrual is not guaranteed.
Using PTO. PTO may only be used on days where an employee is otherwise expected to work. PTO may not be used to cover a holiday, or a day where an employee is on leave without pay (for instance disciplinary leave). PTO may be used in one half (1/2) hour increments, reflected as 0.5 hours on each employee’s time sheet. If an employee uses a full day of PTO, the employee shall use eight (8) hours of PTO. Before using PTO an employee must receive written authorization from his or her supervisor, allowing him or her to take PTO.
Using PTO. An employee may only use earned PTO hours.