Page 47 - NEW Employee Handbook June 15, 2025

company via payroll deduction for any PTO taken over the then current accrual
amount.

UNSCHEDULED PAID TIME OFF (UPTO)

PTO may be scheduled at the beginning of the calendar year. PTO scheduling must be
done in advance in accordance with department policy and supervisory approval.
PTO that is not scheduled in advance of the employee’s scheduled start time in
accordance with the department policy and supervisory approval may be considered
an unscheduled paid time off (UPTO) incident. Consecutive days are counted as a
single incidence. Employees returning to work after unscheduled PTO may be required
to provide a doctor’s release to return to work. Excessive UPTO will be addressed
through the performance evaluation and also through progressive discipline.

When a written warning must be given to an employee, the department supervisor will
give a copy to the employee and a copy to the Human Resource Department. It should
be the intent of both the supervisor and employee to work together in an attempt to
avoid future occurrences of unscheduled absences.

NEW HIRE / REHIRE:

If an employee is rehired after voluntary resignation, prior service will be added to
current service to determine the annual PTO hours in the years following the year of
rehire, unless the time away from the company exceeds the length of prior service. If
an employee is rehired after involuntary termination, prior service will not be added to
current service to determine the annual PTO hours.

In the first calendar year of employment for new hires and rehires, PTO eligibility is
determined by the pay period in which employment begins.

PROBATION:

Any employee who incurs four absences during the initial introductory time frame
may have his/her employment terminated.

MAXIMUM PTO ACCRUALS:
Maximum PTO accruals will be 2.5 times the employee’s annual PTO accrual amount.
Once maximum PTO accrual has been met, the employee will stop accruing additional
PTO.

Page | 47 Revision June 15, 2025