Paid Time Off (PTO) Policy Full Time Employees Purpose for Paid Time Off (PTO) Paid

d time off is a benefit that Turning Point has provided to Full- time employees only.
The purpose of Paid Time Off (PTO) is to provide full time employees with flexible paid time off from work that can be used for such needs as vacation, personal or family illness, doctor appointments, school, volunteerism, and other activities of the employee's choice. The company's goal is to reduce unscheduled absences and the need for supervisory oversight. Full Time employees defined as an employee hired by Turning Point Integrated Therapy for a 40 hour work week (non-exempt/exempted). Part-time, Contracted, PRN, Volunteer, Intern, etc. do NOT qualify for PTO time. Time taken outside of PTO time is considered an absence and falls under the time and attendance policy. 0 1 year: Full-time: 5 PTO days 1year + : Full-time : 10 PTO (Starting Jan after 1st year anniversary date )

PTO time can be taken after a successful 90 day probationary period.

Guidelines for PTO Use

Each full time employee will accrue PTO bi-weekly in hourly increments based on their length of service as defined below. PTO is added to the employee's PTO bank when the bi-weekly paycheck is issued. PTO taken will be subtracted from the employee's accrued time bank in one hour increments. Temporary employees, contract employees, and interns are not eligible to accrue PTO. Eligibility to accrue PTO is contingent on the employee either working or utilizing accrued PTO for the entire bi-weekly pay period. PTO is not earned in pay periods during which unpaid leave, short or long term disability leave, unpaid absences (ie. Maternity Leave) etc. are taken. Employees may use time from their PTO bank in hourly increments. Time that is not covered by the PTO policy, and for which separate guidelines and policies exist, include company paid holidays, bereavement time off, required jury duty, maternity and military service leave etc. To take PTO requires 30 days of notice to the immediate supervisor unless the PTO is used for legitimate, unexpected illness or emergencies. (Your request will either be placed manual or electronically.) In all instances, PTO must be approved by the employee's supervisor/human resources/Owner in advance.
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Turning Point Integrated Therapy appreciates as much notice as possible when you know you expect to miss work for a scheduled absence.

Paid Time Off (PTO) Guidelines and Exceptions

PTO starts every January and ends in December of each year. Starting November 2011, new full time employees or employees converting to full time status will accrue 5 PTO days within their 1st + year and 10 PTO after their 1st year (Starting January after 1st year anniversary). New Hire - PTO can be used after 90 day successful Probationary period. Once you accrue 10 PTO days, 5 days may be taken consecutively and 5 days may be prescheduled or unscheduled emergency days . If you have only 5 days then they can be either consecutive or for emergency situations. PTO not approved but employee is out will be considered an absence (see attendance guidelines). Employees who miss more than one consecutive unscheduled emergency days, may be required to present a doctor's note and/or doctors release to permit employee to return to work. PTO taken in excess of the PTO accrued or outside the PTO guidelines established will be considered an absence (Attendance - Time & Punctuality policy) and may result in progressive disciplinary action up to and including employment termination. This time will be unpaid. Any extenuating circumstances must be submitted to Human Resources for review and must be approved by Owner/CEO. Each case will be determined on an individual basis and upon Turning Point Integrated Therapies discretion. PTO accrued prior to the start of a requested and approved unpaid leave of absence must be used to cover hours missed before the start of the unpaid leave. Any employee who misses two consecutive days of work without notice to their supervisor may be considered to have voluntarily quit their job.

Specific Eligibility for Paid Time Off (PTO)

PTO is earned on the following schedule based on a 40 hour work week Full time status Exempt or non-exempt status. PTO is prorated based on the number of hours worked on an employee's regular schedule. This is an example.

Years of Service

Year 0-1: 5 PTO days 40 working hours per year, earned at a rate of .0961 hours for each full work week in a calendar year. Will be earned bi-weekly. 1+: 10 PTO days 80 working hours per year, earned at a rate of .1923 hours for each full work week in a calendar year. Will be earned bi-weekly. PTO may NOT be carried over to the following year. Employees are responsible for monitoring and taking their PTO over the course of a year so that they do not lose time accrued when the current calendar year ends. (PTO is subject to supervisory approval and not every employee can take accumulated time in December; the company must continue to serve customers.) If extenuating business circumstances prevented the employee from taking scheduled PTO, a request may be submitted to Human Resources for review and must be approved by Owner/CEO. Each case will be determined on an individual basis and upon discretion. Employees are not paid for the PTO they have accrued at or after employment end or termination.
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If an employee has used PTO time not yet accrued, and employment terminates, the PTO taken is deducted from the final paycheck. Employees who give four weeks or more notice of employment termination may take remaining PTO time prior to termination date. Employees who are rehired will NOT receive credit for former time worked and accumulate current PTO for the combined time.

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Disciplinary Action & Guidelines

Tardy/Absence/Leave early beyond PTO(PTO guidelines applicable) - January December. It will be conducted on a Points system. Point Earn for each situation: 2 Points Tardy/Leave early (with notice) early 1-60 minutes 3 Points Tardy/Leave early (with notice) early more than 60min. (Tardy over an hour is considered an absence.) 5 Points Absence - (with notice) Unpaid ******************** New Revision 11/14/11. 5 Points Tardy, Leave early (without notice) Notice 5 Points Absence (without notice) (2 consecutive days = voluntary termination) Disciplinary Action Taken: (accumulative points) 5 Points Earned Verbal Warning 7 Points Earned Written Warning 10 Points Earned Termination Absences beyond PTO time will be affected by the attendance policy. Levels may excel or skip base on accumulated points. Excessive absences (with or without approval) will lead to disciplinary action and may lead to termination. Being on Disciplinary action will have an adverse effect on your performance appraisal overall score which will affect your pay increase. All attendance issues will be evaluated individually and each situation will be addressed on an individual bases and by Turning Points Integrated Therapies discretion. *Note* Good attendance is essential part in the success of the client relations, employee support and company as a whole.

I, ______________________________________________________ have received the PTO policy.

_________________________________________________ Employee Signature:

___________________________ Date:

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PTO Policy

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