{ "media_type": "text", "post_content": "Companies with “unlimited” PTO how do you handle LOA situations? Wondering if you set a limit to paid time through the PTO policy or through a LOA policy. Anything you do or know others do would be helpful!", "post_id": "61aadda40d541d002fc2b604", "reply_count": 5, "vote_count": 1, "bowl_id": "5682e6afd55b9e0f00fce669", "bowl_name": "Human Resources" }

Companies with “unlimited” PTO how do you handle LOA situations? Wondering if you set a limit to paid time through the PTO policy or through a LOA policy. Anything you do or know others do would be helpful!

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We have a policy that limits you to 2 weeks (10 days) at any given time, or before/following a leave.

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We follow the same policy of 2 weeks as a bridge to get the EE on to Short-term disability if that is an offered benefit so they don't suffer additionally by loss of pay during their LOA.

We limit ours to 3 weeks (15 days) at any one time. Anything after that would need to be an LOA. With certain leaves you can use 15 days in conjunction - like maternity or parenting.

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we spell out that leaves can only use up to 5 days PTO. We have to get pretty specific, because we offer longer paid leave for parental bonding, and we have other programs that cover disability, etc.

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2 weeks of PTO at any given time. Any PTO request above that requires manager/HR approval.

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