To ensure employees didn't lose their time-off due to the pandemic, the company allowed employees* to carry over their unused 2020 PTO into 2021 – with the first 80 hours of 2020 PTO becoming deferred PTO to which the typical "use it or lose it" provision applies. Any additional 2020 PTO that remained on Dec. 31, 2020, carried into 2021 as a COVID-19 PTO allotment. Employees have until Dec. 31, 2023, to use their deferred COVID-19 allotment.
When taking PTO, non-bargaining employees should use time off in the following order:
- Deferred PTO
- Current-year PTO balanced with COVID-19 PTO
- Frozen/banked vacation, if applicable
- Purchased PTO, if applicable
Due to the different expirations for different categories of time, it is important to use Deferred PTO and current-year PTO prior to COVID-19 PTO. PTO in 2021 will follow the typical PTO deferral process – up to 80 hours may be automatically deferred into 2022.
Following standard practice, each business unit may determine the PTO request and approval process for its area of responsibility based on its operational needs. Employees should discuss any time-off requests with their supervisor.
If you have questions, talk to your supervisor or your local Human Resources representative.
*For bargaining-unit employees, refer to the terms of the "Deferred Vacation Due to COVID-19" Memorandum of Agreement signed by your Local Union.