PTO Policy

In 2024, we updated our policy to call all time off PTO and treat it all the same in accordance with Illinois Law. There was some confusion regarding how much time each employee was eligible to earn. Because our PTO policy was already in compliance with the law, we were not required to grant an extra week of time to any employees. Because of this confusion, some employees may have overspent their PTO in the previous year resulting in a reduced balance reflected in the hours above.

The time you are allowed to earn will be calculated as follows:

An employee beginning their 1st year will earn 1 hour of PTO PLAWA per 40 hours worked.
(Total 40 hours or 5 days)

An employee beginning their 2nd year will earn 1 hour of PTO PLAWA and 1 hour of PTO REGULAR per 40 hours worked.
(Total 80 hours or 10 days)

An employee beginning their 8th year will earn 1 hour of PTO PLAWA and 2 hours of PTO REGULAR per 40 hours worked
(Total 120 hours or 15 days)

Please note: PTO REGULAR amounts may be prorated based on hire date.  PTO REGULAR is “Use it or lose it” by the end of the year. And, while you are allowed to carry over any PTO PLAWA time per the Illinois statute, it also requires  ADMO to reduce your benefit in the following year based on the carry over. Therefore, we encourage you to use the PLAWA hours first to ensure you get the most out of this benefit.

Beginning on 1/1/2026, all banks will be reset to zero where allowed and you will begin earning your PTO PLAWA and PTO REGULAR at the rates stated above.

PTO will not be considered as "hours worked" for computing overtime pay.

PTO is based on the regular work week and PTO is computed at straight-time base wage rates.

PTO eligibility is based on the starting date of the employee.

Anyone who wishes to schedule PTO must request his or her PTO a minimum of two (2) weeks in advance. With requests submitted at the same time, seniority will normally be the determining factor considered.

PTO is not approved until confirmed by your Supervisor and in some cases, other management representatives.

Layoff, leave of absence or any other extended time off (over one (1)-week) will not count as time worked toward the accrual of PTO.

There will be no PTO carry-overs, therefore PTO should be taken during the year accrued, unless otherwise required by law. There will be no pay in lieu of unused PTO except at termination when unused pay will be paid only if earned.

Every effort will be made to grant employees' PTO preference, consistent with operating schedules. However, if too many people request the same period of time off, the Company reserves the right to choose who may take PTO during that period. Employees with the longest length of service generally will be given preference.

PTO requests must be submitted to managers at least two (2) weeks in advance of the requested PTO dates.

PTO may be used only in full-day increments except where required by law.

Advanced but unaccrued PTO will be deducted from final paychecks to the extent permitted by law. Any variations to these vacation policies are at the discretion of management based on individual circumstances provided the exception is authorized in writing.