COPC Handbook April 2025 Q2

6.6

Paid Time Off (PTO) Benefits Paid time off (PTO) provides all regular full- time employees with paid time away from work that can be used for any purpose the employee wishes including vacation, personal time, illness, extensions of holidays, bereavement, jury duty, or time off to care for dependents. PTO may vary for some employees based on their employment contracts. PTO must be scheduled and requested in accordance with each site/department’s scheduling policy or standards. PTO begins accruing with the employee’s first paycheck and accrues on all pay codes, except for overtime and Leave of Absence (LOA). PTO hours are available to request after they are earned and can be carried over from year to year not to exceed a maximum accrual of 240 hours. If an employee’s balance reaches 240 hours, their PTO time will stop accruing until the employee uses PTO and brings the balance below the maximum accrual. Requests may be evaluated based on several considerations including, but not limited to, staffing needs, initial notification, and seniority, and are not guaranteed to be approved. If an employee is terminated for cause, all accrued PTO will be forfeited and not paid out to the 6.6.1 PTO and Disability Pay Under FMLA, ADA and STD/LTD All employees are required to use their available PTO concurrently with their continuous or intermittent/reduced schedule FMLA and/or ADA leave. While it is not required for employees to use their Floating Holidays concurrently with their continuous or intermittent leave, employees may request to use these days if they choose. 6.6.2 PTO Sharing COPC recognizes that employees may have a family medical emergency, death of a parent, spouse, or child or be affected by a major disaster, resulting in a need for additional time off in excess of their available PTO. All eligible employees will be allowed to share accrued PTO from their unused balance (“sharing employees”) with their co-workers in need of additional paid time off (“receiving employees”), in accordance with COPC’s policy.

employee at the time of termination of employment. For cause terminations include, but are not limited to, gross misconduct, violation of company policies, poor performance, insubordination, illegal activities, and conflict of interest. Should an employee terminate their employment for any reason within the first 90 days of employment, all accrued PTO will be forfeited and not paid out to the employee at the time of termination of employment. Additionally, should an employee voluntarily terminate employment after 90 days of employment, they must provide a two-week (or as otherwise designated per position or contract) working notice to receive payment for any unused PTO. Employees cannot use PTO nor Floating Holidays in the final notice period (unless the time was already requested and approved prior to the notice being supplied). If the required notice period is not provided, all accrued PTO will be forfeited and not paid out at the time of termination of employment. Employees can find more detailed information about all the above in the PTO policy.

If an employee is eligible for (and claiming) short- term or long-term disability benefits, they will need to use PTO during any elimination period required prior to short term disability benefits being paid by the insurance company. Employees are not required to use PTO for any day in which they are receiving short-term disability benefits.

Human Resources, in its discretion, will determine whether an employee is experiencing a Catastrophic Medical Illness or Catastrophic Disaster, which may qualify under this policy.

Questions and concerns can be directed to your immediate supervisor, Human Resources (614) 304-2080 or the Compliance Hotline (866) 539-5813

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