• General Policy
• Leave of Absence Policy
• Educational Leave of Absence
• Bereavement (Funeral) Leave
• Jury Duty Leave
• Military Leave
• Other resources

General Policy

Paid Time Off is a time for you to rest, relax, and pursue special interests.  Rehab Solutions has provided PTO as one of the many ways in which we show our appreciation for your loyalty and continued service.

Regular full-time and part-time (over 20 hours per week) employees are eligible for PTO.  Paid Time Off accrues on a pro-rated basis for part-time employees who work over 20 hours per week.  The following important points about PTO are hereby emphasized:

• Regular full-time employees and part-time employees who work more than twenty (20) hours per week are eligible to accrue Paid Time Off for each hour worked.  However, PTO is not accrued if you work less than 20 hours in a week. 
• Although PTO begins to accrue on your first day of employment, you are not eligible to take PTO during the first ninety (90) days of employment.
• You are not eligible for PTO if you are a floater or temporary employee.
• If you resign after PTO has been approved but before it is actually taken, the PTO approval is rescinded, and you will not be able to take the PTO.
• Paid time off is not accrued while on PTO, while working overtime hours nor when more than 30 home health visits in a week are made.
• Paid time off is not paid out should you resign or be terminated.
• Paid Time Off cannot interfere with patient care and therefore must be approved by your manager at least one (1) month in advance.  If any conflicts arise in requests for Paid Time Off, preference will be given to the employee with the most seniority.
• You may not receive advance Paid Time Off pay (for Paid Time Off time taken in excess of your Paid Time Off accrual balance).

Please see the Personnel Policy Manual for detailed information about Paid Time Off benefits and policies.

Leave of Absence Policy

We realize that circumstances may occasionally occur that require employees to be away from work for an extended period of time.  It is our policy to grant employees extended leaves of absence under certain circumstances.  Except as stated below employees will not be compensated during a leave of absence.

• Request for a leave of absence or any extension of a leave should ordinarily be submitted in writing to the employee's manager at least 30 days before the start of the leave or extension.
• Employees who are on an approved leave of absence may not perform work for any other employer during that leave, except when the leave is for military or public service.
• Employees may not use Paid Time Off if they are receiving compensation under the company's disability or workers' compensation insurance programs. 
• Rehab Solutions will continue to pay our share of health insurance premiums for employees on a FMLA leave for a period of time. 
• Employees returning from a leave of absence will be reinstated to their same job or to an equivalent job with equivalent status and pay, as required by law and Rehab solutions policies. 
• If an employee fails to report to work at the conclusion of an approved leave of absence, including any extension of the leave, the employee will be considered to have voluntarily terminated employment.

Please see the Personnel Policy Manual for detailed information about Leaves of Absence policies.

Educational Leave of Absence

An educational leave of absence may be approved if the desired curriculum is of mutual benefit to you and to Rehab Solutions.  Apply in the same manner as you would for a personal leave of absence.

Bereavement (Funeral) Leave

Regular full-time employees are entitled to take up to three (3) workdays with pay to attend the funeral and take care of personal matters related to the death of a member of your immediate family, i.e. (a parent, spouse, spouse's parent, child, spouses's child by a former marriage, brother or sister).  One (1) day of paid bereavement leave will be granted in the case of the death of a grandparent, your spouse's grandparent or sibling, or any member of your extended family living in your home.

Jury Duty Leave

It is your civic duty as a citizen to report for jury duty whenever called.  If you are called for jury duty, you will need to either take unpaid or Paid Time Off to serve.  You must notify your manager within forty-eight (48) hours of receipt of the jury summons.

Military Leave

A military leave of absence will be granted if an employee is absent in order to serve in the uniformed services of the United States for a period of up to five years (not including certain involuntary extensions of service).  Employees who perform and return from service in the Armed Forces, the Military Reserves, the National Guard, or certain public health service positions will retain certain rights with respect to reinstatement, seniority, layoffs, compensation, length of service promotions, and length of service pay increases, as required by applicable federal or state law.

You are expected to notify your manager as soon as you are aware of the dates you will be on duty so that arrangements can be made for replacement during this absence.