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Skip Navigation LinksHarris Health Use and Scheduling of Paid Time Off (PTO) Policy

Use and Scheduling of Paid Time Off (PTO) Policy

​Purpose: To define and establish guidelines for the use and scheduling of Harris Health Paid Time-Off program.
  • PTO:
    • Paid time away from work.
  • Eligibility:
    • Regular full-time employees and Part-time employees with benefits.
    • PTO may be used after completion of the initial 90-day introductory period.
  • Accrual Limits:
    • Maximum accrual is 480 hours
    • Accruals stop until an employee's balance drops below 480 hours
    • Hours in excess of 160 may be sold back at 75% of an employee's base salary or donated at 100%.
  • Usage Rules:
    • PTO must be used for absences unless otherwise specified.
    • PTO usage is required during FMLA or ADA leave.
    • Cannot use PTO for extra pay in addition to regular scheduled work hours or on scheduled days off.
  • Scheduling:
    • Requests must follow departmental guidelines.
    • PTO approval may be withdrawn for business needs.
  • Unscheduled PTO:
    • Allowed for illness or emergencies
    • Unscheduled absences may count as attendance infractions unless protected by law.
  • Pay-Out:
    • PTO is paid at 75% of balance upon termination after 90 days of employment.
  • Secondary PTO:
    • Only applies to employees with >440 hours as of May 2015.
    • May be sold back at 75% of an employee's base salary or donated at 100%.
    • An employee's Secondary PTO Bank must be zero prior to the employee receiving Short-Term Disability benefits through the Harris Health Group Disability Plan.