PAID TIME OFF
PIH believes that paid time off (PTO) is an essential component to an employee’s overall wellbeing and therefore integral to achieving our organizational mission and goals.
FLEXIBILITY WITH RESPONSIBILITY
When it comes to managing our day-to-day work and creating practices that also support and encourage us all to take a break from work, we embrace the principle of "flexibility with responsibility," trusting our talented colleagues to manage their time and responsibilitieseffectively, communicate their availability proactively, and contribute intentionally to individual, team, and organizational success.
LEARN MORE
FLEXIBILITY WITH RESPONSIBILITY
NOTE
While this means PTO at PIH is functionally "unlimited" employees are expected to exercise sound judgement, manage their PTO in a manner that supports both their personal well-being and professional obligations, and communicate proactively with their managers and teammates. It is important for employees to balance taking
adequate time off while ensuring they meet their work commitments and deadlines.
When it comes to managing our day-to-day work and creating practices that also support and encourage us all to take a break from work, we embrace the principle of "flexibility with responsibility," trusting our talented colleagues to manage their time and responsibilitieseffectively, communicate their availability proactively, and contribute intentionally to individual, team, and organizational success.
LEARN MORE
PRINCIPLES
Everyone understands their responsibilities and how they contribute to team success.
Clear Roles and Goals
We have individual, team, and organizational goals and have relevant roles to play at each level.
Individual and Collective Success
Individuals manage their time and commitments in dialogue with their manager
Self-Direction with Collaboration
We encourage asking for help when you need it and proactively offering support to each other.
Supportive Culture
Success is measured by quality of work and achievement of our mission and goals, not just total hours worked each week.
Meaningful Metrics
We recognize that workloads can vary throughout the year and aim to maintain a sustainable pace overall.
Balance
FLEX PTO
Employees are expected and encouraged to take time off throughout the year. In addition to an individual's vacation, PIH observes 11 holidays, as well as a summer break and winter break.
- Labor Day
- Indigenous Peoples’ Day
- Veterans Day
- Thanksgiving Day
- Native American Heritage Day
- Christmas Eve Day
- Christmas Day
- Winter Break (typically December 24-January 1)
- New Year's Day
- Martin Luther King, Jr. Day
- Presidents’ Day
- Patriots’ Day
- Memorial Day
- Juneteenth
- Summer Break (typically the week including July 4)
SICK AND SAFE LEAVE
Employees may use sick and safe time in circumstances including but not limited to:
• to care for the employee's own physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care • to care for the employee's child, spouse, registered domestic partner, parent, or parent of a spouse, who is suffering from a physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care • to obtain preventive care like attending the employee's routine medical appointment or a routine medical appointment for the employee's child, spouse, registered domestic partner, parent, or parent of spouse • to address the employee’s own physical and mental health needs, and those of their spouse, if the employee or the employee’s spouse experiences the loss of a pregnancy or a failed assisted reproduction, adoption or surrogacy • to address the psychological, physical or legal effects of domestic violence • to travel to and from an appointment, a pharmacy, or other location related to the purpose for which time was taken • deaths in the family
EXTENDED LEAVES
Extended leaves of absence are different than the overall Flexible with Responsiblity PTO policy. Extended leaves include:Parental Leave Extended Illness Leave Sabbatical Leave
Each of these instances has an associated policy outlined in the employee handbook. Employees anticipating needing to take an extended leave of absence should notify their manager and HR as early as possible to support the planning process.
EXTENDED LEAVES
NOTE FOR MANAGERS
Extended leaves of absence are different than the overall Flexible with Responsiblity PTO policy. Extended leaves include:Parental Leave Extended Illness Leave Sabbatical Leave
When a staff member goes on an extended leave, their manager is responsible for determining an interim coverage plan, including determining what workstreams will stop, which will continue and who will cover continuing workstreams. Managers should review the Interim Coverage Policy and complete the Interim Coverage Request Form to document this plan and ensure any related compensation changes are processed.
Each of these instances has an associated policy outlined in the employee handbook. Employees anticipating needing to take an extended leave of absence are encouraged to notify their manager and HR as early as possible to support the planning process.
Interim Coverage Policy
Interim Coverage Request Form
REQUESTING PTO
- Log into Paylocity (company ID 169375)
- Navigate to time off request on the dashboard
- Select the type and timeline
- Submit to manager
NOTE
All PTO must be tracked in Paylocity to ensure centralized documentation
APPROVING PTO
(MANAGERS ONLY)
- Log into Paylocity (company ID 169375)
- Navigate to direct report's request
- Review request
- Approve or deny
NOTE FOR MANAGERS
Managers are responsible for evaluating PTO requests and working collaboratively with employees
to ensure time off is taken without compromising PIH’s operational needs or the employee’s
individual well-being. HR will maintain oversight of PTO usage and is available to support managers in the event of excessive or insufficient PTO usage.
At its core, the idea of flexibility with responsibility means that we hire excellent people, expect them to deliver on their responsibilities, trust them to manage their time and workload each week in collaboration with their manager, and measure their success not just by what they’re able to accomplish on their own, but also in how they show up in support of their colleagues and our collective ability to achieve PIH’s overall organizational goals.
At its core, the idea of flexibility with responsibility means that we hire excellent people, expect them to deliver on their responsibilities, trust them to manage their time and workload each week in collaboration with their manager, and measure their success not just by what they’re able to accomplish on their own, but also in how they show up in support of their colleagues and our collective ability to achieve PIH’s overall organizational goals.
Paid Time Off
Andrea Tibbetts
Created on July 18, 2025
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Transcript
PAID TIME OFF
PIH believes that paid time off (PTO) is an essential component to an employee’s overall wellbeing and therefore integral to achieving our organizational mission and goals.
FLEXIBILITY WITH RESPONSIBILITY
When it comes to managing our day-to-day work and creating practices that also support and encourage us all to take a break from work, we embrace the principle of "flexibility with responsibility," trusting our talented colleagues to manage their time and responsibilitieseffectively, communicate their availability proactively, and contribute intentionally to individual, team, and organizational success.
LEARN MORE
FLEXIBILITY WITH RESPONSIBILITY
NOTE
While this means PTO at PIH is functionally "unlimited" employees are expected to exercise sound judgement, manage their PTO in a manner that supports both their personal well-being and professional obligations, and communicate proactively with their managers and teammates. It is important for employees to balance taking adequate time off while ensuring they meet their work commitments and deadlines.
When it comes to managing our day-to-day work and creating practices that also support and encourage us all to take a break from work, we embrace the principle of "flexibility with responsibility," trusting our talented colleagues to manage their time and responsibilitieseffectively, communicate their availability proactively, and contribute intentionally to individual, team, and organizational success.
LEARN MORE
PRINCIPLES
Everyone understands their responsibilities and how they contribute to team success.
Clear Roles and Goals
We have individual, team, and organizational goals and have relevant roles to play at each level.
Individual and Collective Success
Individuals manage their time and commitments in dialogue with their manager
Self-Direction with Collaboration
We encourage asking for help when you need it and proactively offering support to each other.
Supportive Culture
Success is measured by quality of work and achievement of our mission and goals, not just total hours worked each week.
Meaningful Metrics
We recognize that workloads can vary throughout the year and aim to maintain a sustainable pace overall.
Balance
FLEX PTO
Employees are expected and encouraged to take time off throughout the year. In addition to an individual's vacation, PIH observes 11 holidays, as well as a summer break and winter break.
SICK AND SAFE LEAVE
Employees may use sick and safe time in circumstances including but not limited to:
• to care for the employee's own physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care • to care for the employee's child, spouse, registered domestic partner, parent, or parent of a spouse, who is suffering from a physical or mental illness, injury, or medical condition that requires home care, professional medical diagnosis or care, or preventative medical care • to obtain preventive care like attending the employee's routine medical appointment or a routine medical appointment for the employee's child, spouse, registered domestic partner, parent, or parent of spouse • to address the employee’s own physical and mental health needs, and those of their spouse, if the employee or the employee’s spouse experiences the loss of a pregnancy or a failed assisted reproduction, adoption or surrogacy • to address the psychological, physical or legal effects of domestic violence • to travel to and from an appointment, a pharmacy, or other location related to the purpose for which time was taken • deaths in the family
EXTENDED LEAVES
Extended leaves of absence are different than the overall Flexible with Responsiblity PTO policy. Extended leaves include:Parental Leave Extended Illness Leave Sabbatical Leave
Each of these instances has an associated policy outlined in the employee handbook. Employees anticipating needing to take an extended leave of absence should notify their manager and HR as early as possible to support the planning process.
EXTENDED LEAVES
NOTE FOR MANAGERS
Extended leaves of absence are different than the overall Flexible with Responsiblity PTO policy. Extended leaves include:Parental Leave Extended Illness Leave Sabbatical Leave
When a staff member goes on an extended leave, their manager is responsible for determining an interim coverage plan, including determining what workstreams will stop, which will continue and who will cover continuing workstreams. Managers should review the Interim Coverage Policy and complete the Interim Coverage Request Form to document this plan and ensure any related compensation changes are processed.
Each of these instances has an associated policy outlined in the employee handbook. Employees anticipating needing to take an extended leave of absence are encouraged to notify their manager and HR as early as possible to support the planning process.
Interim Coverage Policy
Interim Coverage Request Form
REQUESTING PTO
NOTE
All PTO must be tracked in Paylocity to ensure centralized documentation
APPROVING PTO
(MANAGERS ONLY)
NOTE FOR MANAGERS
Managers are responsible for evaluating PTO requests and working collaboratively with employees to ensure time off is taken without compromising PIH’s operational needs or the employee’s individual well-being. HR will maintain oversight of PTO usage and is available to support managers in the event of excessive or insufficient PTO usage.
At its core, the idea of flexibility with responsibility means that we hire excellent people, expect them to deliver on their responsibilities, trust them to manage their time and workload each week in collaboration with their manager, and measure their success not just by what they’re able to accomplish on their own, but also in how they show up in support of their colleagues and our collective ability to achieve PIH’s overall organizational goals.
At its core, the idea of flexibility with responsibility means that we hire excellent people, expect them to deliver on their responsibilities, trust them to manage their time and workload each week in collaboration with their manager, and measure their success not just by what they’re able to accomplish on their own, but also in how they show up in support of their colleagues and our collective ability to achieve PIH’s overall organizational goals.