PTO is a combined bank of time, consisting of traditional vacation, personal, and sick time which eligible employees can use as time away from work.

Employees are eligible for PTO hours based on length of continuous service and employment status. Continuous service is defined as completed years of employment with no break in service greater than six months within the organization.

Regular full time and part time (standard hours of 20 hours a week or more) employees are eligible to accrue and use PTO.

New employees do not receive PTO until the first pay period following 90 days of employment. At the end of the pay period following 90 days of employment the employees receives a PTO grant that covers the number of hours worked each pay period (up to 80 hours per pay period) during the first 90 days times their accrual rate. After the initial grant, employees accrue PTO each pay period based on hours worked and their accrual rate.

PTO accruals begin 90 days following the employee’s date of hire or date of transfer to eligible status, based on the schedule outlined below.

PTO accruals will continue as long as the employee is in an eligible status and is being paid by the Company. The accruals will continue until the CAP is met.

PTO benefits do not accumulate during periods of unpaid time, with the exception of STD. PTO hours will accumulate per pay period based on actual paid hours, not to exceed 80 hours in any one pay period, at the appropriate accrual rate.

Employees regularly scheduled for 40 hours per week will accumulate PTO based on the schedule below.

Other benefit eligible employees (regularly scheduled for 20-39.5 hours per week) will accrue at the rates indicated below, however, since the accrual is based on paid hours, they may not reach the annual accrual amounts listed.

All PTO time is counted towards the CAP. Once a CAP has been reached, all further accruals discontinue until some PTO has been taken and recorded. The CAP will be the same for all full time and part time employees covered under this plan.

The date an employee reaches an incremental service range (i.e., 5 years of service), the employee is immediately eligible for the additional accrual rate for PTO. The new accrual rate will begin at the beginning of the pay period in which the anniversary date falls.

•During periods of unpaid time off, except STD.

•During leaves paid by workers’ compensation; long-term disability; any applicable state disability plans; or any compensation paid by a third party vendor except for STD.

•For employees involuntarily deployed for sporadic military operations.

PTO benefits must be credited prior to use. “Negative balances” are not allowed.

PTO may be used by non-exempt employees in a minimum of one hour increments for time away from work, with their Manager’s approval.

PTO may only be used in full day increments for exempt employees.

Employees are responsible for requesting PTO in advance, according to departmental guidelines. PTO not scheduled in advance may impact the employee’s attendance record. Managers will use departmental staffing guidelines in granting PTO requests.

Advances on PTO will not be approved. Time off without pay generally will not be authorized unless the employee’s PTO bank is exhausted.

PTO benefits are paid at base pay.

Employees at termination, retirement, or transfer to ineligible status are eligible for 100% PTO payout. Proper notice is requested of all employees and is defined as two weeks for most employees and three weeks for directors and above. At the time of termination, PTO will be paid at base rate. PTO payout at time of termination will not occur until actual time taken has been reported and is current.

Once notice is given, PTO may not be used or paid during the notice period.

All PTO must be recorded and is tracked in the PeopleSoft Payroll system. PTO balances can be viewed on your paycheck stub or in Employee Self Service.

Non-exempt (hourly) PTO will be reported through the automated timekeeping systems or via manual timesheets.

Exempt (salaried) PTO will be reported through PTO Self Service and is subject to Management Review.

Questions regarding Paid Time Off, Floating Holidays, Bereavement, Tenure Recognition, Jury Duty, and Parental Leave should be directed to your local Human Resources Department.

First published September 28, 2006

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