Page 35 - The Piper Associate Handbook - August 2015

The Piper
Associate Handbook
6. Exclusion of Premiums and Bonuses. PTO pay for hourly associates is based upon the associate's base rate of pay, not including any differentials, premiums or bonuses. PTO is not included as “time worked” for purposes of calculating overtime for those eligible for overtime.
If an associate has worked his/her scheduled hours over the course of a normal work week and then requests a day of PTO, the associate will not be permitted to be paid those PTO hours in excess of the normal work week. (e.g. An associate has worked 40 hours over the course of 5 days and then requests the 6th day off as PTO. The 6th day will not be paid in PTO.) If an associate has worked extra shifts above and beyond what they usually work and they have requested a PTO day beforehand, the associate will be paid the additional PTO hours. (e.g. If an associate normally works 40 hours per week, schedules a PTO day on Monday, works Tuesday through Friday and then is scheduled to work on Saturday, he/she will be paid his/her PTO day in addition to 40 hours of regular time.)
7. Unused PTO Options. Forty (40) hours of PTO may be carried over from one calendar year to the next.
a) Cash Payout. In June, an associate may cash out up to 50% of their PTO balance available at the end of May, but no more than 40 hours of unused PTO may be cashed out at that time. In December, associates may cash out any remaining hours, up to a total of 80 hours for the full calendar year. These payouts will be based on the associate’s base rate times the amount of unused PTO hours to be cashed out. Associates are not eligible for cash out during their resignation period or if under suspension pending outcome of an investigation which results in termination of employment. Associate must be current, active, and PTO eligible at the time of the cash out check distribution in order to be eligible for the PTO cash out program.
b) Rollover/Carryover. PTO roll-over will occur in December of every year, on the pay period end date of the last check of the calendar year. Up to forty (40) hours of unused PTO may be carried over for use in the next calendar year.
c) Deposit Unused PTO into an Extended Illness Bank (“EIB”). If at the end of each calendar year an associate has an excess of 40 hours in their PTO bank, this excess will automatically be transferred to the Extended Illness Bank. Unused PTO will be credited to the associate’s Extended Illness Bank for use in case of serious illness/recuperative time extending more than four (4) days in duration. If the associate is otherwise eligible, EIB will be available for use starting with day five of the absence. PTO, if available, must be used for the first four days of the absence. The maximum number of days which can be banked is sixty (60). For purposes of the EIB, “serious illness” will be defined and determined in accordance with the definitions provided under the Family and Medical Leave Act; however, an associate need not be employed for one (1) year or one thousand two hundred fifty (1,250) hours as required under the Act to access the EIB. Time converted to the Extended Illness Bank may only be used in the case of the associate’s own illness. The Piper reserves the right to require appropriate medical certification as a condition of payment from an Associate’s EIB. EIB balances will not be paid out at separation of employment, regardless of the reason for such separation unless otherwise required by state law. If employment status changes to below PTO eligible level, EIB balance will be zeroed out after 90 days, unless otherwise required by state law.
d) Failure to select one of the options will result in up to 40 hours of PTO rolling over to the next year and the remaining amount defaulting to the Extended Illness Bank.
8. PTO Advances. PTO may not be awarded or taken in advance of the dates specified in the appropriate PTO schedule. Only those associates in the first year of employment who have successfully completed the introductory period will be permitted a PTO advance of up to 24 hours, based on approval of the Community Executive Leader. It is understood that this “advanced time” must be
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