PTO Program for Non-Exempt (Hourly) Employees
USHG is pleased to offer Paid Time Off (PTO) to every member of our team. Please read below for USHG eligibility requirements and procedures.
Our businesses each have their own holiday schedule, though some are open 365 a year. Please check with your manager regarding your business’s holiday hours as well their procedure for requesting holiday time off.
Paid Time Off
All hourly employees accrue PTO. This time is calculated based on the number of hours worked and your years of service with Union Square Hospitality Group. Accrued PTO can be viewed at any time in UltiPro: select Myself à Benefits à PTO.
Requests for PTO must be approved by your People Manager. PTO can never be used as part of or an extension to your termination notice period.
Unused PTO can be carried forward from year to year. As a Full-Time employee, as long as you are not at your maximum (indicated in the chart below), with each hour you work, you accumulate more. And once you use even a single hour of PTO, you begin to accumulate again*. All PTO is paid at your “base” hourly wage. We believe that time away from work, while being paid, is a vitally important benefit for our people and strongly encourage our people to take the time off they have earned. We want our people to be able to take care of themselves and their needs outside of work and believe that in so doing, our people will be happier and healthier. Because of this, we do not offer an option to “buy out” any unused PTO.
*Part-time and Casual employees will not accrue more PTO after they have reached their maximum (indicated in the chart below, until they reach their anniversary.
How is my PTO calculated and when can I request PTO?
All employees begin to accrue PTO from the first day of employment.
Unless otherwise defined by local or state laws, a full-time employee works 30 or more hours every week. For all full-time hourly employees, the first 40 hours of accrued and used PTO are considered to be the fulfillment of New York City’s Earned Sick Time Act (The Sick Leave Act defines this as time to care for yourself, or a family member, schedule a medical appointment, or for any health-related need that requires time off).
A requested “day” of PTO is 8 hours. Employees who are scheduled for less than 8 hours may request PTO in 4 hours increments. PTO is paid at the employee’s base hourly pay rate at the time the PTO is taken. The rate does not include overtime or any other forms of compensation such as gratuities, revenue share, incentives, commissions, bonuses, etc.
Although you may be granted a full work day as approved Time Off you are only paid for accrued Time Off available to a maximum of 8 hours for any calendar day.
Procedure for Taking Time Away from Work
To be paid for any time away from work, employees must submit a request and have it approved by their manager. Please take note of the policies below and provide management with adequate notice of your intention to take Time Off. A request does not guarantee approval. Time Off is granted on a first-come, first-served basis.
Using PTO as Planned Time Off
A “Request for Time Off” must be completed and approved by the employee’s manager at least two weeks prior to the scheduled Time Off.
Using PTO for Sick Days or Planned Health Reasons
Requests for PTO that are made in advance (between 1 and 7 days) must be requested in 4 hour increments (except where local or state laws differ). Requests for paid time off made “same day” may be requested in 1 hour increments. Please remember, you are only paid for available accrued PTO.
Employees with lengthy illnesses or chronic conditions may be entitled to medical leave under the Family Medical Leave Act (please see the USHG Policies & Guidelines). Please contact the People & Culture Team if you have a condition that requires you to miss significant time at work.
If an employee is absent from work, missing some or all of a scheduled shift, without requesting the time off via the “Request for Time Off” or by requesting a paid “Sick Day” or “Planned Health Reason,” the absence will be considered an unexcused absence, per USHG’s Time and Attendance policy.
Upon transferring from one USHG business to another, employees will carry their accrued and unused PTO to their new position.
We feel very strongly about using time off to refresh and rejuvenate. Therefore PTO is intended for use by active employees during their time with USHG, and is not paid out upon termination. PTO cannot be used as part of or an extension to your termination notice period.
We offer reinstatement of length of service for eligible employees who leave USHG on good terms. This means that when eligible employees return to USHG, they will retain their entire tenure with USHG.
Please contact the People & Culture Team if you have any questions about the PTO Policy.