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What is the PTO carryover policy?
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I work at a firm that operates in 4 different states. I would consider us to be a small to midsize firm overall.
We have separate PTO and sick leave buckets/accruals and different policies for exempt vs. non-exempt employees.
Our sick leave has a fairly wide range of use (mental health day, actual sick day, family/child sick, medical appt for employee/child, etc.) which is one reason why our firm has it so much higher than the PTO accrual. The post-employment payout I'm sure is certainly a factor too since sick leave isn't paid out upon separation.
Non-exempt employees are eligible to use PTO after 90 days of employment and sick leave after 30 days of employment. Both accrue during the first year and then bucket on the anniversary thereafter. The longer you're employed with the firm, the more leave you earn. I'll list out for both below.
Date of hire - 2 years: 40 hrs PTO / 80 hrs sick
2 - 5 years: 50 hrs PTO / 96 hrs sick
5 - 10 yrs: 60 hrs PTO / 120 hrs sick
10+ yrs: 80 hrs PTO / 140 hrs sick
PTO and sick leave can roll over each year, but max rollover on sick leave is 100 hrs.
Cap on PTO of 180 hrs / no cap on sick leave
Attorneys have unlimited PTO, but have a defined sick leave allowance based on the state they practice in. The amount provided is in excess of the statutory requirements for the state. This also has no cap but a 100 hr rollover limit
Non-attorney exempt employees have unlimited time off (which includes sick leave), but still must request the time off and have it approved. (Obviously when used for sick leave, advance notice to the extent possible)
This seems pretty good policy