Paid Time Off (PTO) Policy
All full-time employees, working 4 or more 8-hour days a week, or more than 32 hours a week, will accrue Paid Time Off (PTO) hours according to the following schedule after your probational period ends and meeting full time status:
|Years of Service||Hours||Days per Year|
|1 Year||40 Hours||5 Days|
|2-5 Years||80 Hours||10 Days|
|6-10 Years||120 Hours||15 Days|
|11-20 Years||160 Hours||20 Days|
|21+ Years||240 Hours||30 Days|
An employee start date will be used to determine years of service. Example: an employee started on July 1st, 2018, they will have 1 week of PTO starting on July 1st, 2019 and it will expire on June 30th, 2020.
Vacation leave is defined as PTO. It must be requested at minimum two (2) weeks (15 days) in advance and must be approved by Phylisa Dever for the office staff and Joseph Dever for the technicians. PTO must be taken in 8-hour (1 day) increments and cannot be talled toward overtime. PTO is granted by seniority on years of service. When more than one employee in the same position or same department is requesting PTO, all requests may not be granted due to staffing concerns. PTO does not carry over to the next year if you do not use it. You will lose it if not used in that year and starts over once a new year begins. If an employee leaves the company and has have accrued PTO, it will be paid. PTO cannot be paid out, it must be used as designed.
In order for PTO to be used, a PTO form must be filled out and approved by appropriate manager.
No one may take more than two (2) consecutive weeks or more than two (2) weeks in a calendar month of PTO, unless they meet requirements for sick time, bereavement leave and/or FMLA. If one falls critically ill and will miss more than three (3) consecutive days of work, you may use your PTO, however a doctor’s note is required for approval.
Kingdom Communications would like to provide support for their employees in case of a tragedy. Bereavement leave will be provided. Bereavement is defined as death or illness/accident leading to death in the imminent future.
The reason for bereavement leave must be provided.
Bereavement leave is valid for the following relationships, considered immediate family: Father, Mother, Spouse, Children, Siblings, Grandparents and/or Grandchildren.
PTO may be used if bereavement leave complies with policy and proof provided.
Kingdom Communications will allow PTO to be used for FMLA if the reason complies with FMLA requirements, however once PTO is exhausted, the remainder of time off will not be paid. See below information.
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons. Eligible employees may take up to 12 work weeks of leave in a 12-month period for one or more of the following reasons:
- The birth of a son or daughter or placement of a son or daughter with the employee for adoption or foster care, and to bond with the newborn or newly-placed child.
- To care for a spouse, son, daughter or parent who has a serious health condition, including incapacity due to pregnancy and for prenatal medical care.
- For a serious health condition that makes the employee unable to perform the essential functions of his or her job, including incapacity due to pregnancy and for prenatal medical care.
- For any qualifying exigency arising out of the fact that a spouse, son, daughter or parent is a military member on convered active duty or call to covered active duty status.
Any eligible employee may also take up to 26 work weeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness when the employee is the spouse, son, daughter, parent or next kin of the service member.
An eligible employee is limited to a combined total of 26 work weeks of leave any FMLA qualifying reasons during the single 12-month period. In addition to providing eligible employees an entitlement to leave, the FMLA requires that employers maintain employees’ health benefits during leave and restore employees to their same or an equivalent job after leave.
The law sets requirements for notice, by both the employee and the employer, and provides employers with the right to require certification of the need for FMLA leave in certain circumstances. The law protects employees from interference and retaliation for exercising or attempting to exercise their FMLA rights. The law also includes certain employer record keeping requirements.
The U.S. Department of Labor’s Wage and Hour Division is responsible for administering and enforcing the FMLA in any federal or state court of competent jurisdiction. The Wage and Hour Division is committed to stregthening compliance with the FMLA by providing assistance to employers and helping increase their knowledge of the law.
The Employer’s Guide to the Family and Medical Leave Act is desinged to provide essentaial information about the FMLA, including information about employers’ obligations under the law and the options available to employers in adminstering leave under the FMLA.
The Guide is organized to correspond to the order of events from an employee’s leave request to restoration of the employee to the same or equivalent job at the end of the employee’s FMLA leave. It also includes a topical index for ease of use.
The Department of Labor is providing this Guide in an effor to increase public awareness of the FMLA and the various departmental resources and services to the public. The publication is a guidance document that is subject to change in the furture.
The United States Code, Federal Register and the Code of Federal Regulations remain the official sources of legilative and regulatory information. For more information about the FMLA, please visit the Department’s website at dol.gov/whd/fmla