401 – PAID TIME OFF
Below are the accrual rates and caps for the different types of DPI Employees (Associates & Officers and Staff). Please be advised that if your time off request is denied (and it is not a protected leave or other exigent situation) and you choose to take the time regardless, it will be addressed with escalated disciplinary action up to and including termination.
Please see the state-specific links below. In most cases the DPI accruals are equal or more generous than the state requirements.
Arkansas, Arizona, Idaho, Maryland, Minnesota, Oregon, Pennsylvania
Associates.
Associates accrue PTO on an hourly basis – .033 hours of PTO per hour worked up to 40 hours in a week. This amount will be available for use following 90 days of employment. The accrual will stop after the employee reaches 40 hours in one calendar year. PTO may be used to replace hours missed due to scheduled or unscheduled time missed when on an active assignment. Unused hours can be carried over into the following year, however only 40 hours can be used in a calendar year. PTO hours that are accrued but unused when an Associate terminates employment are NOT available for payout.
Security Officers.
Security Officers accrue PTO on an hourly basis – specifically .033 hours of PTO per hour worked (up to 40 hours in a week) for the first two years, then with the start of the third year, the accrual is at a rate of .0385 hours of PTO for every hour worked, for a maximum of 80 hours per year. In the first year, PTO hours will be available for use following 90 days of employment. The accrual will stop after the employee reaches 40 hours in one calendar year, or 80 if the employee is in the third year or more. Unused hours can be carried over for use in the following year. PTO hours that are accrued but unused when an Officer terminates employment are NOT available for payout.
SCA Employees.
SCA Associates have their PTO frontloaded on an annual basis, on the anniversary of their original contract date. The amount of vested PTO time is determined by the SCA Associate’s length of service: two weeks paid vacation after one year of service, three weeks after five years, and four weeks after 15 years. At the end of the year, any remaining PTO time is cashed out and the next year’s PTO is frontloaded.
Janitors.
Janitors accrue PTO on an hourly basis – specifically .0385 hours of PTO per hour for the first 40 hours worked per week, for the first five years. This equals two weeks per year for a full-time employee (less for those who work fewer than 40 hours per week).
Starting in the sixth year of employment (through the tenth year) the accrual is .0577 hours of PTO per hour worked up to 40 in a workweek. This equals three weeks per year for a full-time employee (less for those who work fewer than 40 hours per week).
Beginning in the eleventh year of employment, employees will accrue .077 hours of PTO per hour worked up to 40 in a workweek. This equals four weeks of PTO per year for a full-time employee (less for employee who work fewer than 40 hours).
In the first year, PTO hours will be available for use following 90 days of employment. The accrual will stop after the employee reaches the maximum accrual in the calendar year.
PTO hours that are accrued but unused when an employee terminates employment are NOT available for payout.
Staff.
Our Company policy allows employees to take as much time off as they reasonably need. Employees need time to rest and enjoy themselves outside work. Putting a cap on this important time doesn’t help our effort to achieve high levels of employee satisfaction and productivity. This policy is dependent on mutual trust between employer and employee. It gives employees opportunities to work or take time off as they see fit, as long as they keep fulfilling their duties.
RTO PROCEDURE
This policy applies to full-time and part-time staff employees of the Company. The Company does not limit the amount of time off employees can take. All employees are encouraged to take off at least 80 hours for personal use each year. This will help avoid exhaustion and ensure they have some time to clear their minds from their work duties. The Company will track RTO for all employees to ensure that:
Employees take the minimum time off.
Employees do not take time off that compromises their performance.
Employees will not accrue specific time-off hours so the Company will not have record or nor compensate for unused time. This policy doesn’t interfere with legally established sick time or leaves of absence like maternity and paternity leave. In the event of a qualifying Family Medical Leave, other state or federal leave protection, or an illness not covered by any federal or state protection, but requires recovery time away from work, employees will be allowed two weeks of paid Leave if they have been with the Company for under five years of service, and four weeks if they have been employed over five years (determined based on a rolling year). The rest of the protected Leave will be unpaid up to the legal time limit.
Employees are obliged to:
Avoid abusing the policy by taking RTO that negatively impacts their job and the Company.
Communicate and collaborate with their team to ensure everyone takes RTO without disrupting operations.
Plan to delegate, postpone or otherwise manage projects that will be affected by their planned RTO.
Notify their Supervisors at least two weeks in advance. Supervisors need to approve requests on a first-come, first-serve basis.
Employees are still advised to coordinate with their team members to ensure fairness and efficiency.
Supervisors can consider rejecting RTO requests if:
Other team members with similar or complementary duties have already asked for RTO during the same time.
The time in question is too busy or includes an important deadline for the employee asking for RTO.
An employee appears to abuse the policy. Supervisors have to prove that this is the case, using data from our payroll system and presenting employees’ inadequate deliverables. They should also arrange a meeting with the employee and HR.
Supervisors should not reject RTO requests for any of the following reasons:
To discipline employees.
To force employees to fulfill duties that are not urgent.
To approve leave for another employee who made a later request.
Both employees and Supervisors should use common sense and adhere to Company policies when requesting/approving RTO leave. Effective communication between team members is vital to make this policy work for everyone. The Company will review this policy annually and address any issues.
Staff working schedules of less than five days per week receive their holiday pay based on the total number of regularly worked hours against the five-day workweek (e.g. hours worked in a week totaling 32: divide by 5 days = 6.4 hours RTO pay).
@2021 The DPI Group. All Rights Reserved. Revision Dates: 02/10/2021 - The DPI policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.