Hourly Employee Paid Time Off Policy

By agreeing to Paid Time Off in the Associates Store(s) listed above, I will read and knowingly abide by the following policy:

I understand that any paid time off (furthermore regarded to in this document as PTO) that is offered to me is contingent upon remaining at the hourly requirements set forth in my signed job description as well as maintaining all standards set forth in the Store Handbook as well as the Asset Protection Policy.

In the event that my employment status changes and I am no longer working according to the hourly requirements set forth in my job description, any remaining paid time off may be revoked and any PTO already used may need to be repaid as evaluated on a case by case basis by the Owner of the Associated Store(s) listed above.

PTO is offered to me on an annual basis and is front-loaded. I am aware that there is no rollover of paid time off and any PTO balance that remains at the end of the year is forfeited and/or may be factored into any year end bonus as deemed appropriate by Owner.

I understand that any time off coded onto my timecard that is paid (whether it be "sick" or "personal/vacation") is considered PTO since, regardless of its use, it is paid time spent not at work.

Planned PTO usage for vacations must be pre-approved by my next up in chain of command and there must be adequate floor coverage in my planned absence. Managers report directly to owner, assistant managers/keyholders report directly to manager. Planned PTO usage for vacations needs at least 2 weeks advance notice in order to be used, however I am aware that the more advance notice given, the more likely my PTO request will be granted.

Planned PTO usage may not be in excess of one (1) week nor may it fall inside of the time period the Owner deems as "back to school" season (a one month period that typically falls between July/August).

Sick time spent away from work can have PTO backdated to it as long as it falls inside of the current pay period. (IE: If you are sick on a Tuesday & wish to use PTO to cover that absence, it can be coded onto your timecard by your manager.)

I understand that I can never use PTO to put myself into overtime and any PTO request that would put me into overtime, regardless of approval, would be unpaid time off.

If I choose to voluntarily leave employment at the Associated Store(s) listed above prior to Labor Day, I understand that I must repay any used PTO from January 1st to that date of the current calendar year.

If I am let go for violation of any store policies outlined in the Employee Handbook or Asset Protection Policy at any point during the year, I understand that I must repay any used PTO from January 1st to that date of the current calendar year.

I understand that any violation of this policy can result in the forfeit of any unused PTO and may result in me having to repay any PTO used during the current calendar year.