WDLT Employee Handbook

PAID TIME OFF (PTO)

Example:

A full-time employee works thirty-four (34) hours every week. The employee

unexpectantly leaves two (2) hours early from one of their normally scheduled shifts

to help a friend whose car broke down. In addition to any disciplinary action that may

result from leaving early; to meet their required minimum weekly full-time hours,

two (2) hours of PTO will be added to the employee’s timecard.

Approved PTO and Overtime:

Employees who have worked forty (40) hours in a work week (Sunday 12:00am –

Saturday, 11:59pm) cannot use PTO for any reason. Any prior approved PTO hours for the

week that would be over the forty (40) hours worked will be returned to the employee’s

PTO bank for future use. For example:

A full-time employee normally works thirty-four (34) hours every week. The

employee has six (6) hours of approved PTO for their shift on Monday. They work all

their other regularly scheduled shifts that week plus pick up an additional thirteen (13)

hour shift on Saturday. At the end of the work week, the employee worked forty-one

(41) hours and had six (6) hours of approved PTO. The employees cannot use the

approved PTO hours for this week as planned since they are already in overtime. The

approved six (6) hours of PTO will be returned to the employee’s PTO bank.

UNPAID TIME OFF

Eligible employees are awarded Paid-Time-Off (PTO) according to our accrual policy and

their designated pay class. Employees should utilize their awarded time according to their

needs for time off from work and by following our company policies. Employees should

carefully plan and monitor their PTO usage.

Unpaid time off is not allowed and may result in disciplinary action including and up to

termination per our Attendance Policy.

ACCRUED PTO AT TIME OF COMPANY SEPARATION OR CHANGE IN

EMPLOYMENT STATUS When employees provide notice of company separation

(termination) or a change in their employment status (dropping from full-time to part-

time or dropping to per diem status), they are in the notice period.

Employees cannot use PTO during a notice period for either scheduled or unscheduled

absences, even if there is a pre-approved request prior to notice being given.

All absences during the notice period will be unpaid.

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