Paid time off (PTO) provides regular full and regularly scheduled part time employees with an entitlement of days away from work with pay. PTO days may be used for vacation, personal time, an employee’s illness or time off to care for family member or dependents. From their date of hire all 11 month school based employees are eligible to receive up to ten (10) days of PTO, which are earned over the course of their scheduled work year. 12- month employees are eligible to receive up to twenty (20) days of PTO earned over the course of their scheduled work year. If any employee has a part time status, that employee’s PTO days will be prorated.
The number of days an employee receives under this policy include days required by the NYC Earned Sick Time Act and the first 5 days an employee takes will be counted as ESTA days regardless of the reason they are out.
ESTA time can be used for the employee’s own personal health reasons, to care for a family member employee’s spouse, registered domestic partner, parent, parent in law or parent of a domestic partner, child or child of a domestic partner, including biological, adopted, or foster child, a step child, a legal ward or a child of an employee standing in loco parentis (in place of a parent) siblings, including half siblings, step siblings and siblings related through adoption, grandchildren and grandparents. , or closure of the employee’s place of business by order of a public official due to a public health emergency as declared by the Mayor or NYC Commissioner of Health.
Planned use of PTO (i.e. other than for illness or emergency) must be scheduled (via the planned absence e-form) and approved by the employee's supervisor at least five (5) days in advance. Employees using extended PTO time (in excess of 3 days) must submit a request at least two weeks before the extended PTO or, if used due to health reasons, must submit a doctor’s release upon return to work. When an employee must be out unexpectedly, they must call the principal by 6:30am that morning. We ask, whenever possible, that employees contact the Principal by 10pm the night before if a sick day is necessary or likely. Please see additional information in our Unplanned Absences policy in the Attendance section of this manual.
If a teacher or administrator needs to be out for any reason, we strongly prefer that he or she make the need know to his/her supervisor and the Principal or Executive Director at least two weeks in advance. Launch will do its best to try to accommodate the staff member, but bear in mind that the amount of advance notice given can impact the likelihood of approval.
PTO may not be taken the last week of the school year, or on scheduled in-service and/or training days, or immediately before or after holidays without supervisor’s permission. See your supervisor for specific department blackout dates.
PTO days do not carry over into the next school year. Employees will be compensated for their unused PTO days at the end of the school year based on the following schedule:
|Up to 5 unused PTO days||pay out at salary rate|
|Unused PTO days 6 to 10||pay out at $100 per day|
|Unused days 11 to 20||for 12 month employees only, these are not eligible for pay out and will not carry over|
An employee must complete the school year to be eligible to receive PTO payout. PTO time is not paid out if an employee terminates during the school year.
PTO taken in excess of the PTO available can result in disciplinary action up to and including employment termination. If approved, this time will be unpaid.
Under the Family and Medical Leave Act (FMLA) policy, all accrued PTO runs concurrently with FMLA and PTO time is taken before the start of the unpaid FMLA time or any other unpaid leave of absence.
Any employee who misses three consecutive days of work without notice to their supervisor may be considered to have voluntarily quit their job.
If an exempt employee’s PTO (paid time off) days have been exhausted or are otherwise unavailable, Launch will deduct the equivalent of one day’s salary from the employee’s compensation for each day of absence due to: (i) personal reasons; (ii) illness, injury, or sickness, (iii) disciplinary suspensions; and (iv)approved family or medical leave. Treatment of a partial day absence will be left to the discretion of the employee’s supervisor.