Summary of Paid Time Off

Accend Services, Inc. provides Paid Time Off (PTO) to all regular employees. The benefits include:

Vacation: 10 FTE-equivalent days per year (up to 80 hours at full-time, increasing at one day per year in years of employment 2-11.

Earned Sick and Safe Time: 6 FTE-equivalent days per year (up to 48 hours at full-time).

Floating Holidays: 6 FTE-equivalent days per year (up to 48 hours at full-time).

The above benefits are accrued as Paid Time Off and may be used at the employee's discetion per the specific policies below.

"Snow Days": 5 days per year (up to 40 hours at full-time) accrued and tracked separately.

Accrual and Use of PTO

Under this policy, employees accrue and use PTO at rates that are adjusted for FTE. PTO accrual in each position increases annually for the first eleven years of employment.

In developing our PTO accrual rate, we include:

• 6 holidays
• 6 sick days (one week), and
• 2 weeks of vacation.

"Days" for this purpose are FTE-equivalent days off.

We do not distinguish between sick or vacation time when the employee accrues and uses accrued time. An employee who rarely misses work for illness may have extra time for vacation.

Full-time employees accrue 5 floating paid days off during the year to celebrate the holidays that are important to their own culture, beliefs and family traditions. Emloyees may choose to flex their time during pay periods with weekday holidays and avoid using PTO (so long as the flex time does not result in overtime (for hourly employees).

PTO is a benefit that is meant to be used. An employee may accrue only up to maximum number hours of PTO equivalent to his or her full-time-equivalent (FTE) status. Once the employee reaches this maximum, he or she will stop accruing until he or she uses at least some PTO.

Accrual tables for various FTEs and years of employment can be found at the end of this page here.

PTO is accrued each pay period, at the end of the pay period. Employees are eligible to use PTO in a given pay period only up to the amount accrued as of the start of the pay period. (Employees may not borrow on the PTO they expect to accrue during the current pay period.)

Guidelines for Using PTO

Rather than strict rules for when employees must use PTO, we provide these guidelines and ask that employees act with integrity in a spirit of partnership, using PTO as it is intended when taking time off or missing work for personal reasons.

Cancellations

PTO shall not be forced when an employee fails to meet FTE as a result of cancellations. You may optionally use PTO when you are short of your FTE due to cancellations. However, when you experience cancellations, you are required to document efforts to reschedule (use the add-on note type Contact & Scheduling Related to CCN ) and you are encouraged to take additional shifts with other clients who are willing, within the bounds of the Treatment Plan.

Frequent or excessive cancellations may affect your FTE in a quarterly look back. Report problems with high cancellations to a supervisor and seek guidance.

When you cancel services to clients because you take time off, you must document these as "Cancellation By Provider" within the service.

 

Hourly Employees

Hourly employees should document PTO for any reason during a pay period when you work fewer hours than would have otherwise worked and you:

• took personal time off for any reason,
• were ill or had a family emergency,
• weather or holiday-related office closures, or
• missed work for other personal reasons, and
• were unable to make up your FTE during that pay period by flexing your schedule.

When absent unexpectedly for any reason, contact your own clients and make arrangements for them to be seen or reschedule, and inform your direct supervisor of your absence.

We will pay PTO only when you document on your timecard within the given week or pay period that you missed work. You will not be paid for PTO that has not been documented on your timecard, and we will not pay for PTO retroactively if you forget to request it.

PTO will not be paid in excess of FTE hours for a pay period. For example, an employee who is a .6 FTE (48 hours per pay period) who works 38 hours in the pay period should cannot document and receive more than  10 hours of PTO for that pay period. If the employee only documents 5 hours of PTO, they will only be debited 5 hours of PTO.

Full-time (40-hour/week) employees should not flex time between weeks in a pay period without prior authorization, and salaried employees are expected to request PTO for anything short of 80 hours, hourly less than 40/week worked in a given pay period if the reason for working less than 40 was voluntary time off.

Employees who do not maintain their FTE will receive an involuntary reduction in FTE status when they work fewer hours than required for their FTE, on average, during any quarter and:

• work was available (the direct service provider has a caseload matching FTE), and
• they do not request PTO for the difference, or
• they do not have sufficient PTO for the difference, or
• they do not request and receive authorization for qualifying unpaid leave under that policy.

Piece Rate Employees

Some Piece Rate employees must still have an FTE (Full-Time Equivalency) and should document IN & OUT time in order to accrue PTO. THese Piece Rate employees:

• Accrue PTO at the base rate found in the table below and should use PTO in pay periods where their IN&OUT time is less than their assigned FTE, and
• May not request more PTO in a given pay period than their FTE allows.

Eligible Piece rate employees shall be paid PTO at their regular hourly rate, not the piece rate.

Salary Employees

Salary employees will receive adjustments to PTO on a quarterly basis, based on total hours worked.

When absent due to illness or injury, contact your own clients and make arrangements for them to be seen or reschedule, then inform your supervisor.

Document intentional time off as PTO. This helps us understand when you took intentional time off and when you were attempting to flex. Your documented (requested PTO) will not determine the end-of-quarter settle-up, rather the difference between hours worked/expected for FTE will be what we use. This is a very generous benefit for staff who may put in long weeks from time-to-time, as any hours over what is expected for your FTE in any given week gets flexed throughout the quarter to cover short weeks, even if you have intentionally taken time off and documented it as such.

Your accrual as a salaried employee also allows for a higher maximum accrual (1.5X the annual total that you accrue) giving you an additional 6 months to use PTO that you have not had an opportunity to use.

Regardless, we encourage you to use PTO regularly for self-care and regeneration. This is hard work that you do and regular breaks plan an important role in re-energizing and increasing productivity.

Office Closures for Holidays

The office is closed on these days each year for the simple reason that the majority of our staff take these days off:

New Year's Day

Memorial Day

July 4th

Labor Day

Thanksgiving Day and the day after

Christmas Day (including closure at noon on Christmas Eve)

*Employees who prefer to celebrate holidays other than this, and for whom work would be available on these days, may work and use the holiday portion of their PTO on another day during the year.

Extended Time Off

All employees must contact their supervisor to report absence for health reasons as soon as they become aware that they will miss work. This notification should be a phone call or, during non-business hours, a text message or email, with a follow-up call as soon as reasonably possible.

When taking planned extended time off (four or more days) request this in advance and make arrangements for clients to be seen as needed or other assigned duties completed by others while you are gone.

Key Employees

Key employees (defined for this purpose only as those who report directly to the Executive Director, or Treatment Director (at their discretion), need not submit a request for approval, merely communicate the need/plan for Extended Time Off to the Executive Director in advance (as soon as the need/plan for time off is known to them), coordinate with coworkers as needed, and publish the time off in their public (Tabs^TM) schedule for coordination purposes.

Paid Time for Snow Days, Office Closures and Other Emergencies

On days when the office in a particular service area is closed due to inclement weather or other emergencies, or when there is a shelter in place; or no travel advisory, the following team members who are paid hourly may be eligible for pay for days missed:

• -Administrative Office support staff who are paid hourly and are not able to work at home and the office is closed.
• A decision to close a local office will depend on several factors, but may include:
• Shutdown or partial shutdown of public transportation services in the area or no travel advisories* from the DOT

Exceptions to "no travel advisories" may apply when the advisory has ended but staff members are still unable to leave home (e.g. still snowed in). Additional documentation may be asked of these individuals to verify the reason they are unable to travel.

• Shelter-in-place/no travel orders from local or state authorities
• Terroristic threats
• Facility problems or emergencies (loss of power, floods, etc.)
• Other circumstances where safety of staff may be in jeopardy (e.g. chemical spills, riots/dangerous civil unrest in the neighborhood, etc.)
• -Hourly-paid center-based services staff when the center is closed
• -Hourly-paid staff members who provide in-home/face-to-face services where: work from home, Telehealth¹ or rescheduling² services are not available options and where other work³ is not available.
• ¹Telehealth is typically considered an option for ARMHS, AMH-TCM, BHH, HSS, Pyschotherapy, and some CTSS and EIDBI (mostly Observation and Direction, but also treatment planning) services.
• ²Rescheduling may be impossible when services are planned late in the week and the travel advisory or other emergency is concurrent with it.
• ³Other work may include: completing orientation training, advanced training that is a part of your career plan, or writing up results of assessments or treatment plans based on recent interviews.
• Notes describing these efforts (1-3 above) and available work will be scrutinized during the approval process for APTO notes and APTO may not be approved if work was available.

Elibility

Employees working hourly at 0.6 FTE and above are eligible for this benefit. Salary employees will be asked to flex hours to meet the needs of clients interupted by emergencies described in this policy.

Employees who may not elibigle to use this benefit include, but are not limited to:

• Parents who need to stay home to care for children for various reasons related to weather or other emergencies or school closures when the reaons for absence is not that the office or center-basesd services are not closed,
• When Telethealth is an option,
• When the travel or other emergency is early in a week/pay period and services disrupted by weather or other emergencies can possibly be rescheduled.

Documenting APTO

Document missed work time for the reasons desribed above as an add-on to provider cancellations of services (Cancellation by Provider) or, if you are not a direct service provider, as a timecard entry (Administrative Paid Time Off). This time will not be debited against accrued PTO. This note type requires authorization.

Earned Sick and Safe Time

This PTO policy complies with 2024 Minnesota state requirements for Earned Sick and Safe Time (ESST). ESST is included in PTO accrual.

Employees working 0.6 or higher earn PTO at a higher rate than minimum requirements for ESST. This includes salaried, hourly and benefits-eligible piece rate employees. Non-benefits-eligible piece rate employees and employees working less than 0.6 FTE will earn PTO (ESST) at a rate of 1 hour for every 30 hours worked (accrued at .0334 hours earned for each hour worked).

View the official required Earned Sick and Safe Time Employee Notice here:

Payout of PTO upon Termination

Accend also sets the following conditions for payout of accrued PTO when leaving employment:

• Accend will pay out accrued paid time off to employees who terminate their employment voluntarily only if the employee gives at least two weeks notice of leaving and fully honors that notice and has returned all equipment and resources.
• Employees in key administrative and supervisory positions (for example Directors, Clinical Supervisors, and Department Managers, and other key leaders) are asked to provide one month's notice.
• Voluntarily-terminating employees may not use PTO during the termination notice period required for their position.
• If otherwise eligible, terminating employees will be paid for accrued and unused PTO on a payout schedule, starting at 10% of the remaining balance in the first year increasing 10% annually to 100% of the remaining balance, not to exceed the maximum annual accrual in the 10th year and subsequent years.
• Accend will not pay out accrued paid time off to employees who
• -submit their resignation notice during the first 90 days of employment;
• -are terminated for misconduct;
• -fail to return company equipment or resources upon termination;
• -quit without notice;
• -fail to return from leave of absence (even with notice);
• -fail to work out the full notice period for any reason other than a planned step-down in services when transitiioning clients (exceptions may be made for medical emergencies with physician's orders.)

APTO, described above, is not eligible for payout on accrued hours upon termination.

Unpaid Leave of Absences Allowed

Accend may grant unpaid leave for certain circumstances and life events. where an absence of more than 3 days is necessary, or when the employee does not have sufficient PTO for a three-day leave. This policy is more generous that FMLA as it allows for unpaid leaves prior to legal FMLA eligibility, considering that employees cannot plan medical emergencies to occur only after they have qualified for FMLA.

Reaons for unpaid leave under our policy include, but are not limited to:

• health emergencies for immediate family members including spouse/partner, children and parents, and grandparents, other relatives who live with the employee or for whom the employee is currently a caregiver or will be a caregiver during the health emergency, and other relatives who had a significant (parent-like) role in caregiving for the employee as a child;
• bereavement requiring absence of 3 days or more for immediate family members as defined above and including siblings;
• legal and other complications for employees or immediate family members who are victims of crime, terrorism, or natural disasters;
• temporary absences of immediate family members of military personnel necessitated by activation of the military family member;
• when weather-related or other unexpected office closures occur where staff are unable to work, they may optionally use unpaid leave,
• other extraordinary life circumstances at the discretion of the employer.

When missing work for these reasons, employees must use available accrued PTO for the first three days of the absence and for leaves longer than three days, at least 1/3rd of what they have currently accrued at the start of the leave. The time taken for the first three days is included in ths 1/3rd.

Extended Absence For Medical Reasons

When an employee will miss more than three consecutive days for medical reasons (illness or injury) Accend may require verification from a health care or mental health professional that indicates the following:

• that the employee was seen by the health care professional;
• that the employee was incapacitated (unable to work) for the period of absence;
• that the employee is cleared to safely return to work; and
• any restricitions or job modifications needed upon return to work safely upon return.

This letter must be provided:

• On official letterhead from the medical provider
• In original form (not a photocopy
• Signed by the health care provider

Exceptions to this requirement shall be rare, and at the discretion of Accend. Some examples where exceptions may be granted are:

• The employee has consulted with his or her health care provider and the provider has declined to see them or recommendeded that they not be seen in the clinic.
• When an Accend Supervisor or Registered Nurse has requested that the employee not return to work to prevent spreading of an infectious illness or for other safety reasons.
• When the employee has requested and been granted an exception to this policy as a reasonable accomodation due to a chronic health condition that may cause episodic rather than continuing periods of incapacity.
• Others.

Partial leaves (working fewer hours) may be an option as a part of a reasonable accommodations request, as described in the Personnel Policy.

Short-Term Disability is an option for very long leaves for illness or injury.

Health Insurance Premiums

Employees on medical leave who wish to continue health insurance coverage must pay their portion of monthly premiums.

Requirements for Releases to Return to Work

In cases where a medical condition presents a potential direct threat to the health or safety of the employee, of clients, or of other individuals at work, Accend may require a follow-up letter from a physician and/or a Physical Job Description and Restrictions/Release form as a condition of the employee returning to work. These conditions may include, but are not limited to to the following examples.*

• A contagious serious illness, where the end of continuing contagiousness is not clearly defined, especially if the employee works with individuals who are medically fragile
• A reported physical injury that might be exacerbated by the employee's normal job duties
• A condition treated by medications that may impair judgement or safety, including safe driving if the employee drives for work
• Any other health condition that could impair safety in the course of the employee's normal job duties

*Employees will not be asked or required to report the specific reason for medical absence. This protocol shall be followed only when the reason for absence has been reported by the employee and includes on or more of the above conditions, or may be required following extended, but otherwise unexplained absence for medical reasons.

Requirements for Requesting Unpaid Leave

The Executive Director or a delegate of the Executive Director must approve all unpaid leaves of absence. Requirements for authorized leave include that:

• the employee requests the leave as soon as the need for the leave is known, and completes a written request as soon as possible thereafter; and
• the employee will not work elsewhere for pay at any time during the leave; and
• the employee uses at least one third of current accrued PTO at the start of the leave.

Additionally for specific types of leave:

• if the leave is for medical reasons or care of an ill or injured family member, the employee may be asked for a statement from a medical professional that the employee requires time off for medical reasons, or care of a family member;
• for mothers or fathers, childbirth or adoption leave is in the first twelve months after the birth or adoption of a child;
• if the leave is for family emergencies, the affected family member is a spouse, domestic partner, child, parent, or other close family member with whom the employees lives or for whom the employee will be the primary caregiver during the leave of absence.

Request unpaid leave by sending your request directly to Human Resources who will review it for completeness and required physician orders, and ask the CEO to approve it if complete.

All requests for leave must include a start date and end date. In some cases both may be on or about. If the end date is unknown, the request should identify the date by which the employee will contact us to make plans for return or discuss continuing need for leave. If a leave must be extended beyond the originally requested or estimated end date, the employee must make a second written request identifying the new return date, and may be required to provide additional documentation from a medical professional if the leave is for medical reasons.

Unpaid leave may be denied if not requested in a timely way, following all of the above requirements, unless the incident causing the need for leave also causes the delay in requesting it. When unpaid leave is denied, employees may be debited for PTO during the leave.

New Employees

Employees in the ramp-up period (first 4-8 weeks of employment) may work less than their target FTE when work is unavailable. These employees are not required to document unpaid leave if the reason they have not worked their target FTE is due to the unavailability of work. New employees should, on the other hand, document unpaid leave when taking time off for illness, family emergency, etc., when work was available and they were not, for these and similar reasons.

Leaves Qualifying for the Family and Medical Leave Act

All employees who have been employed with Accend for at least one year and have worked at least 1000 hours in the past 12 months are eligible for unpaid leave under the Family and Medical Leave Act as described below.

• Twelve workweeks of leave in a 12-month period for:
• personal injury, illness, surgery, temporary disability;
• the birth of a child and to care for the newborn child within one year of birth; the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
• to care for the employee’s spouse, child, or parent who has a serious health condition; a serious health condition that makes the employee unable to perform the essential functions of his or her job;
• any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on covered active duty;
• or,
• Twenty six work weeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).

Leaves Exceeding the FMLA

Accend may grant unpaid leaves for the reasons listed in the FMLA for up to 26 weeks, subject to the following conditions:

• The individual requesting leave beyond 12 weeks for illness, injury or short-term disability must first explore, with a manager, options for return to work with modified job duties after 12 weeks.
• Paid leave benefits will expire at 12 weeks, unless the Short-Term or Long-Term Disabilty insurer approves a longer period.
• The individual requesting leave beyond 12 work weeks in a 12-month period may be granted leave, but will not be guaranteed a return to work at the same Position, FTE, or Pay Rate received at the start of the leave. Accend may decline to offer return to work if:
• serious performance problems or policy/procedure violations (misconduct) have been discovered during the extended leave,
• circumstances have changed and same or simlilar employment is not available, or
• other reasons.
• Employer-paid benefits or benefits matches will cease after 12 weeks. Employees may opt to use COBRA to continue Health, Dental, or Vision insurance after 12 weeks.
• Employees returning to work after an extended leave may use accrued PTO during the first 90 days following their return, only for illness, injury, and holidays, and may be asked to provide an opinion from a medical professional for use of PTO for illness or injury.
• Employees who request and are granted leave for up to 12 weeks, and who subsequently ask for an extension to leave exceeding 12 weeks shall automatically be subject to all of the above provisions.

*This portion of policy is in subject to change. Changing rules, laws, and requirements of insurers may require modifications to this policy.

Short-Term Disability Benefits

Accend offers short-and long-term disability insurance that is available when employees miss work due to illness, injury, complications of pregnancy or childbirth. Short-term disability benefits can become available after one week of absence or reduced hours and can last up to 12 weeks. Long-term disability benefits can become available after 12 weeks of absence or reduced hours. Long-term disability benefits may continue for up to 42 months or a shorter adjusted time period if the employee is age 63 or older at the onset of the disability.

All permanent employess working 0.6 FTE (24 hours/week) or higher or more are eligible for this benefit. Accend pays 100% of the premium for disability insurance.

Eligiblity

You may be eligible to receive disability benefits if you

• are enrolled in the disability insurance program; and
• are an active 0.6 (24 hour/week) employee when the illness or injury occurs; and
• are unable to continue to work in your current job or any modified job; or
• are able to work fewer hours in your current or a modified job and as a result lose at least 20% of your income.

Benefit

If you quality, both short- and long-term disability benefits pay lost income up to 60% of your earning prior to the onset of the disability, up to $1000/week, paid weekly

You may continue to, or return to work at reduced hours, and still receive the benefit as long as your earnings are at least 20% less than they were prior to the onset of the disability.

Your disability benefit will be reduced if you receive any other income during your leave, including PTO pay, payments from another insurance company (such as an from an accident) and others.

Applying for Disability Benefits

When your leave is planned, you meet with Human Resources, complete and submit employee and employer claim forms in advance. Once the qualifying event (surgery, chilldbirth, etc.) occurs you will submit a doctor's statement confirming the need for leave. For an unexpected event, you should contact Human Resources as soon as possible to complete the process.

Principle insurance will review the claim forms and doctor's statement and inform you of the decision as to whether or not your benefits will pay. At times you may be asked to provide additional information or documentation.

If your leave must be extended beyond the date originally provided by your doctor, you will need to provide another doctor's statement.

Use of PTO During Leaves Qualifying for Short-Term Disability Benefits

Employees may use PTO during the first 7 calendar days of leaves qualifying for short-term disability benefits, or may request unpaid leave following the procedures found elsewhere in this policy. Employees may also opt to receive PTO pay for leaves longer than 7 calendar days in lieu of short-term disability benefits. Any PTO payments accepted by the employee after the first 7 days of a leave quallifying for short-term disability will reduce the amount of short-term disability benefits paid.

Piece Rate Employee Absences or Leaves

Piece rate employees who will not work a scheduled shift must document this, and the reason, either that it was:

• A Client-Initiated Cancellation, or
• Cancellation By Provider within the scheduled service type.

When documenting a cancellation by provider, include in the note: why you cancelled, who you notified in advanced of cancelling, and what arrangements you made for other coverage.

When a piece rate employee takes an extended leave (more than three scheduled days) for any reason, this must be requested as unpaid leave, with the request detailing the reason for the leave and arrangements that have been made to cover the scheduled client services with Team Members.

Administrative Leave

Administrative Leave is unpaid, involuntary leave imposed by the agency. It is used in a variety of situations, including, but not limited to the following:

• During an investigation of misconduct, maltreatment, or other circumstances where termination is one possible outcome of the investigation
• When the employee is potentially disqualified from employment as a result of a background check, driving record check, or following arrest for a disqualifying offense while further information is being gathered to make a final determination about continued employment.
• When an employee requires a license to provide services and that license expires or lapses, until the problem with the license is resolved.
• Other circumstances at the discretion of the Executive Director.

Other Types of Leave

Military Leave

Accend Services shall grant non-paid leaves of absence for military duty. A member of the military should produce an official letter from his or her commanding officer as proof of activation for military service. Upon return from active duty in which the employee is assigned away from home, members of the military may optionally request additional unpaid personal leave of one day per week of active duty to set his or her personal affairs in order, not to exceed one week preceding activation and four weeks following termination of active duty.

When military leave will be 31 days or fewer, Accend will continue to pay our share of the premium for employees on our health insurance plan. Employees who will be on military leave for longer that 31 days may choose to elect COBRA to continue their health insurance.

An employee returning from Service in the Uniformed Services, within the time frames established by USERRA, is guaranteed the right to reinstatement in the employer's health plan without coverage limitations attributable to the Service-related break in coverage.

No Paid-Time-Off is required for Military Leave that fits the parameters of this section. PTO may be required if the employee asks for leave exceeding these parameters. Employees on Military Leave will return with all PTO accrued prior to the leave intact and available for use.

Jury Duty

Accend Services provides leave for jury duty. In most cases, jury duty does not require a staff member to miss work every day. Employees should make every effort to re-arrange schedules so that clients are seen and clients' needs are met. Accend Services offers a benefit that provides for lost income to ease the burden if called for a long trial. If employees wish to be reimbursed for lost time, they must use available PTO for the equivalent of the first three days missed due to jury duty. After this, Accend Services will pay regular employees wages or salary missed as a result of jury duty for up to two weeks.

Leaves of Absence Not Accepted

Accend shall not grant leaves of absence if the employee will work for pay in any other job during the leave of absence. Stipends or expenses paid through educational grants, fellowships or scholarships, or for voluntary services are not necessarily considered paid employment.

Unpaid leaves for vacations or personal time off for reasons other than those listed above are also not allowed.

Failure to Return from Leave

Failure to return from paid or unpaid leave on the planned date, without first requesting and receiving authorization for additional time off, will constitute voluntary termination without notice by abandonment of the job. The employee failing to return will forfeit any remaining accrued PTO benefits and be ineligible for rehire.

Unreported Absence

Not reporting to work and not calling to report the absence is a no-call/no-show and is a serious matter. No call/no show includes not attending scheduled appointments with clients.

The first instance of a no-call/no-show will result in a written warning. The second separate offense may result in termination of employment with no additional disciplinary steps. Any no-call/no-show lasting three days is considered job abandonment and will result in immediate termination of employment.

If the employee has already begun the step discipline process for attendance/punctuality when a no-call/no-show occurs, the disciplinary process may be accelerated to the final step.

Management may consider extenuating circumstances when determining discipline for a no-call/no-show (for instance, if the employee is in a serious accident and is hospitalized) and has the right to exercise discretion in such cases.

Three consecutive days of unexplained and unreported absence, without extenuating circumstances, shall constitute abandonment of job.

Changes in Policy

This policy and guideline is subject to change. Employees should check the most recent version of this policy for guidance and ask for clarification as needed.

Accrual Table

This is a complicated table. You can scroll up and down or left and right by positioning your mouse (or finger on a tablet) in the data portion of the table and swiping left or right or up and down. We will break this down into smaller, easier to understand bites in the future.

Your year of employment is determined by your start date. Your first year is year one, and so on. (If you have had one or more work anniversaries, your YOE (Year of Employment) is 1 + the number of work anniversaries you have had.)

Find the line that pertains to you based on your FTE status and current year of employment.

Hourly staff accrue PTO only on hours worked (INOUT). Salary staff accrue PTO on a fixed amout per pay period. Both are calculated to assure that everyone accrues the same amount annually based on FTE.

These accrual rates comply with and mostly exceed the requirements of the new FMLA rule in Minnesota, requiring minimum earned sick and safe days.

If you are a piece rate employee with an FTE, the accrual rates listed for your FTE apply.

Accrual rates for part-time employees are pro-rated (lower), meaning that hourly accrual rates are less than the equivalent of full-time employees. This is because part-time employees have more options to flex time. (For example: a 0.6 employee can shift their schedule during a holiday week and still work 24 hours.)