Paid Time Off
Paid Time Off (PTO) –Sun Health believes that time off is important to the health and well-being of our employees and encourages all employees to utilize PTO.
Exempt Employees- Employees are deposited a PTO bank of hours based off years of service with Sun Health. The PTO deposit occurs on the date of hire and at the beginning of each new calendar year. For more details go to the policy HR Center>Policies and Procedures>Paid Time Off: Exempt (Salaried) Employees
Non-Exempt Employees- Eligible employees accrue PTO at a rate determined by the number of regular hours worked and length of service. For more details go to HR Center>Policies and Procedures>Paid Time Off: Non-Exempt (Hourly) Employees
Paid Sick Days (PST) – All staff will be front loaded paid sick time (PST) according to their employment status on their date of hire and annually on or about January 1st thereafter.
Jury Duty – Upon receipt of notification from the state or federal courts of an obligation to serve on a jury or to act as a court witness, it is the duty of the employee should notify his or her supervisor. The employee is required to provide copies of the subpoena or jury summons to his or her supervisor and to the payroll department.
Employees should submit to Human Resources a statement from the Clerk of the Court indicating the amount paid, or to be paid. Employees will also be paid their normal earnings if subpoenaed to appear in court as a witness.
Bereavement – An employee may be eligible for paid time off (not to be deducted from his or her PTO balance) in the event of a death of an employee’s immediate and extended family members. Regular full-time employees will be eligible for up to 40 hours of paid bereavement leave for immediate family members, and 24 hours for extended family. Regular benefit part-time employees will be eligible for up to 20 hours of paid bereavement leave. Immediate family is defined as; children, spouses, parents, grandparents, grandchildren, brother/sister, step-brother/sister, and father/mother/sister/brother in-laws. Extended family may be an adult who stood in loco parentis to the employee or other close familial tie. The employee’s direct supervisor will partner with the Executive Leader and Human Resources to approve any paid time off for an employee requesting paid extended family bereavement leave.
Additional time-off must be approved by the employee’s supervisor. In order to be paid for any additional time, the employee must apply accrued PTO for the time missed from their normally scheduled shift.