at the discretion of the supervisor and Executive Director, after it has been determined that the cash‐out of PTO will not negatively affect the organization and the need qualifies as an emergency. This option is provided by the SPTHB to assist employees experiencing a financial emergency in an effort to minimize adverse effects to the employee. Please note: 1. 2. 3. 4. 5. 6. 7.
3.2
PTO cash‐outs may be used for emergencies only At minimum, 40 hours of PTO must remain after the PTO cash out No more than 80 hours of PTO may be cashed out at one time No more than 2 PTO cash‐outs are allowed annually, regardless of circumstances. Requests may be made using the official PTO Cash Out Request Form. Abuse of the PTO leave allowance system may result in disciplinary action up to and including termination. PTO hours paid will not be considered when computing applicable overtime pay, according to FLSA regulations.
Holidays
The SPTHB observes designated holidays each year. Eligible employees are given a day off worth pay for each holiday observed. 1.
2. 3.
Eleven (11) holidays and two (2) additional days are observed by the SPTHB. Full‐ time employees receive regular pay for these holidays; part‐time employees receive pay on a prorated basis, according to their average hours worked. Holiday hours paid will not be considered when computing applicable overtime pay, according to FLSA regulations. The following holidays are observed by the SPTHB: a. New Year’s Day b. Day after New Year’s Day (if falls on weekday) c. Martin Luther King, Jr. Birthday d. President’s Day e. Memorial Day f. Juneteenth g. Independence Day h. Labor Day i. Indigenous People’s Day (formerly Columbus Day) j. Veterans Day k. Thanksgiving Day l. Day after Thanksgiving m. Christmas Day n. Day after Christmas Day (if falls on weekday)
*Other leave may be granted at the discretion of the SPTHB Executive Director. 17
