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QUESTION 1: Do other agencies allow employees who request to take time off unpaid when he/she has PTO time available? QUESTION 2: How do other agencies handle employees who request time off once they have exhausted their PTO bank? Q1 - No, we do not allow employees who request to take time off unpaid when he/she has PTO time available. Q2 - Typically an occasional request for extenuating circumstances is approved as long as it doesn’t become excessive. Q1 - We require employees to use their benefit time, whether it be PTO or Med time, when they take time off. We do not allow them to take time off without pay when they have benefit time available. Q2 - We encourage employees to only take time off if they have benefit time available. However, the supervisor can approve time off without pay at their discretion as long as the additional time doesn't create a hardship for their department. Q1 - Yes, we allow employees who request to take time off unpaid when he/she has PTO time available. Q2 - It must be approved by their direct supervisor and the program director. Q1 - We require all available PTO time to be used prior to taking an unpaid leave. Q2 - We have a leave of absence policy for personal eaves (other than medical). Requests for these leaves are processed through the HR department and require approval from HR and the Department Director. Usually these leaves are short (up to one week) and are for a personal issue that cannot be handled in another manner. Q1 - Employees must exhaust all available PTO before requesting unpaid time off. Q2 - Once PTO is exhausted, we allow employees up to 3 unpaid days per year. Q1 - No, employees must use up their PTO time before taking unpaid time off. Q2 - The employee must have a medical or personal reason that warrants needing unpaid time off taking them off the schedule. It would also need approved by their supervisor to ensure the shifts can be covered. Q1 - No, we do not allow employees who request to take time off unpaid when he/she has PTO time available. Q2 - Yes we do allow it. It depends on the situation how much. We do encourage trading shifts and so forth to limit how much is taken. Q1 - No, unless it is an FMLA situation and they already used the required amount. Q2 - Must have approval from Director, HR and CEO. This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.