Paid Time Off
CHOC offers time off that you may use to relax, care for family members, honor personal commitments, and more. To learn more, review the details below or download the Paid Time Off Policy from the Documents page under Time Off.
You are eligible for Paid Time Off (PTO) if you are a full-time or part-time associate regularly scheduled to work 20 hours or more per week. The amount of PTO you accrue each year depends on your years of service.
Associates accrue hours each pay period based on hours worked and years of service. Total PTO hours accrued cannot exceed 360 hours at one time. Accrual for full-time associates is listed below and is available in Workday at the beginning of the pay period. Part-time associates accrue on a prorated basis based on actual hours worked and is available when paychecks are issued.
Management full-time accrual schedule (1.0 FTE)
| Length of Service | Plan Type | PTO Accrual (per pay period) |
|---|---|---|
| 0 – 12 weeks | 8 hour | 5.5385 |
| 0 – 12 weeks | 10 hour | 5.3078 |
| 0 – 12 weeks | 12 hour | 5.0770 |
| 4 months to the end of the 4th year | 8 hour | 8.6154 |
| 4 months to the end of the 4th year | 10 hour | 8.3847 |
| 4 months to the end of the 4th year | 12 hour | 8.1539 |
| 5 years and over | 8 hour | 10.1539 |
| 5 years and over | 10 hour | 9.9232 |
| 5 years and over | 12 hour | 9.6924 |
Management regular part-time accrual schedule (.5–.9 FTE)
| Length of Service | Plan Type | PTO Accrual (per pay period) |
|---|---|---|
| 0 – 12 weeks | 8 hour | 0.0692 |
| 0 – 12 weeks | 10 hour | 0.0663 |
| 0 – 12 weeks | 12 hour | 0.0635 |
| 4 months to the end of the 4th year | 8 hour | 0.1077 |
| 4 months to the end of the 4th year | 10 hour | 0.1048 |
| 4 months to the end of the 4th year | 12 hour | 0.1019 |
| 5 years and over | 8 hour | 0.1269 |
| 5 years and over | 10 hour | 0.1240 |
| 5 years and over | 12 hour | 0.1212 |
Non-management full-time accrual schedule (1.0 FTE)
| Length of Service | Plan Type | PTO Accrual (per pay period) |
|---|---|---|
| 0 – 12 weeks | 8 hour | 4.0000 |
| 0 – 12 weeks | 10 hour | 3.7693 |
| 0 – 12 weeks | 12 hour | 3.5385 |
| 4 months to the end of the 4th year | 8 hour | 7.0769 |
| 4 months to the end of the 4th year | 10 hour | 6.8462 |
| 4 months to the end of the 4th year | 12 hour | 6.6154 |
| 5 years to the end of the 9th year | 8 hour | 8.6154 |
| 5 years to the end of the 9th year | 10 hour | 8.3847 |
| 5 years to the end of the 9th year | 12 hour | 8.1539 |
| 10 years and over | 8 hour | 10.1539 |
| 10 years and over | 10 hour | 9.9232 |
| 10 years and over | 12 hour | 9.6924 |
Non-management regular part-time accrual schedule (.5–.9 FTE)
| Length of Service | Plan Type | PTO Accrual (per pay period) |
|---|---|---|
| 0 – 12 weeks | 8 hour | 0.0500 |
| 0 – 12 weeks | 10 hour | 0.0471 |
| 0 – 12 weeks | 12 hour | 0.0442 |
| 4 months to the end of the 4th year | 8 hour | 0.0885 |
| 4 months to the end of the 4th year | 10 hour | 0.0856 |
| 4 months to the end of the 4th year | 12 hour | 0.0827 |
| 5 years to the end of the 9th year | 8 hour | 0.1077 |
| 5 years to the end of the 9th year | 10 hour | 0.1048 |
| 5 years to the end of the 9th year | 12 hour | 0.1019 |
| 10 years and over | 8 hour | 0.1269 |
| 10 years and over | 10 hour | 0.1240 |
| 10 years and over | 12 hour | 0.1212 |
Paid Sick Leave
Even the most health conscious people get sick sometimes. When that happens, you can count on CHOC to allow you time to rest or receive treatment.
Sick time
CHOC provides associates with a Paid Sick Leave (PSL) benefit as required under the Healthy Workplace, Healthy Families Act of California. PSL may be used for your own illness, whether for the diagnosis, care or treatment of the illness, or for preventive care, which includes for your well-being to prevent or reduce causes that can contribute to illnesses, such as stress, burnout, anxiety, exhaustion, depression, sleep issues, loneliness, lack of focus and other unhealthy conditions or behaviors. You may also take PSL to care for your child, parent, spouse, registered domestic partner, grandparent, grandchild, or sibling with an illness or for their preventative care. To learn more, download the Paid Sick Leave Policy from the Documents page under Time Off.
You may not use PSL for personal absences or vacations and must be used in increments of no less than two (2) hours, unless you are an exempt worker which requires usage in full day increments.
PSL is not front-loaded at the beginning of the plan year. You accrue PSL at the rate of 1 hour for every 30 hours worked. Once your accrual reaches the maximum accrual balance, your PSL accruals will stop. PSL is based on a plan year that begins every July 1 and ends on June 30. Please refer to the following chart for details.
| Work Schedule | Maximum Days Used Per Year | Maximum Accrual Balance |
|---|---|---|
| Up to 8 hour shifts | 5 days (40 hours) | 10 days (80 hours) |
| 10 hour shifts | 5 days (50 hours) | 10 days (100 hours) |
| 12 hour shifts | 5 days (60 hours) | 10 days (120 hours) |
The carryover of unused paid sick leave to an associate's PTO bank ceased on July 1, 2024. Any unused PSL at the end of a fiscal year will stay in your account, and up to 5 days may be used in the next plan year.
Job Aid: How to request PSL
Short-term disability
Associates needing more time away from work can transition to short-term disability (STD) coverage, if elected. Benefits begin after two weeks of disability and pay 70% of your salary, up to a maximum of $1,500 per week. STD benefits end after 24 weeks or when you are no longer disabled. Learn more about CHOC's voluntary disability insurance.
Long-term disability
For longer illnesses or injuries, long-term disability (LTD) coverage, if elected, provides benefits after you have been disabled for 180 days. LTD insurance pays 60% of your salary, up to a maximum of $5,000 per month. Learn more about CHOC's voluntary disability insurance.
Holidays
CHOC observes the following paid holidays each year:
| Holiday | When Observed |
|---|---|
| New Year’s Day | January 1 |
| Presidents’ Day | Third Monday in February |
| Memorial Day | Last Monday in May |
| Independence Day | July 4 |
| Labor Day | First Monday in September |
| Thanksgiving Day | Fourth Thursday in November |
| Christmas Day | December 25 |
Since you are required to use PTO for holidays, CHOC includes the hours to cover these holidays in your PTO accrual.
Leaves of Absence
Family & Medical Leave
The Family and Medical Leave Act (FMLA) provides eligible associates the opportunity to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for certain reasons, such as having a baby or caring for a sick family member. You may use your PTO or disability benefits during pregnancy disability leave and/or baby bonding leave to receive income during your leave.
Every leave of absence will be assigned a Leave of Absence Case Manager that will partner with you to manage your leave from the planning stages until your return to work. To be eligible for FMLA leave, you must have been employed with CHOC for at least 12 months and must have worked at least 1,250 hours during the last 12 months. You will be eligible for reinstatement into the same or a comparable position when you return from the leave.
What is FMLA for?
FMLA leave may be taken for the following reasons, up to the durations noted:
New baby
Birth of a child, or to care for a newborn/adopted/fostered child (12 weeks).
Your own or a family member’s health condition
A health condition that makes you unable to perform your job, or to care for an immediate family member who has a serious health condition (12 weeks).
Military service member needing care
To care for a covered service member with a serious injury or illness related to certain military service (26 weeks).
Family member’s active duty
To handle certain qualifying exigencies related to your spouse’s, son’s, daughter’s, or parent’s active duty in the Uniformed Services (12 weeks).
How to apply
To apply for FMLA leave, contact Leave Team at loa@choc.org.
California Family Rights Act
CHOC associates may receive up to 12 weeks of unpaid leave in a 12-month period to care for their own serious health condition, birth of a child, adoption or foster care of a child, or to care for their qualifying family member with a serious medical condition under the California Family Rights Act (CFRA). To learn more, download the Leave of Absence Policy from the Documents page.
To be eligible for leave under the CFRA, you must have been employed with CHOC for at least 12 months and have worked at least 1,250 hours of service during the past 12 months.
Pregnancy Disability Leave Law
Pregnant associates may receive up to four months (17 and 1/3 weeks) of unpaid pregnancy disability leave in a 12-month period. This leave can cover the time taken before birth, the birth and the recovery period after the birth. The duration of pregnancy disability leave is determined by the treating physician. You will be eligible to be reinstated into the same position when you return from the leave.
Remember to review the CHOC Leave of Absence Policy on the Documents page under Time Off.
Medical Leave of Absence
Medical leaves are available if you who are disabled due to your own “serious health condition” and are ineligible under the Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), or Pregnancy Disability Leave Law (PDL), or have exhausted their FMLA, CFRA, or PDL leave and are still medically unable to return to work. You will be placed on a Medical leave which will be designated as Americans With Disabilities Act (ADA) Leave. An ADA Leave does not guarantee job protection.
Personal Leave
If you have exhausted your vacation time, you may be able to take an unpaid leave of absence for nonmedical personal matters, including family matters not covered under Family and Medical Leave. You may take up to 30 days, at the discretion of your supervisor. To be eligible for this leave, you must have been continuously employed for six months with CHOC.
Remember to review the CHOC Leave of Absence Policy on the Documents page under Time Off.
Worker’s Compensation
To apply for Worker’s Compensation, all CHOC associates must contact the Employee Safety Team at workcomp@choc.org for all injuries or illnesses sustained while at work.
Americans With Disabilities Act (ADA) Leave
CHOC associates may take an unpaid leave and/or receive reasonable work accommodations if they have experienced a recent disabling condition or disability. A disabling condition or disability is defined as any mental or physical impairment that limits a major life activity (e.g., seeing, walking, or breathing). Reasonable work accommodations may be provided for up to 90 days.
Requests are evaluated by the Leave Team. This leave may run concurrently with all other leaves (e.g., FMLA, CFRA, PDL, or medical).
Remember to review the CHOC Leave of Absence Policy on the Documents page under Time Off.
Jury Duty/Witness Duty
If you are called to jury duty or subpoenaed to serve as a witness, you may receive time off needed to meet your civic obligations.
Remember to review the CHOC Jury Duty Policy on the Documents page under Time Off.
Military Leaves
To support your service to your country, you may be eligible for an approved leave of absence consistent with the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).
Remember to review the CHOC Leave of Absence Policy on the Documents page under Time Off.
Military leave
CHOC associates who are enlisted in military service and are issued a military order to perform service in the Armed Forces of the United States may take up to five years of unpaid leave. You will be eligible to be reinstated in the same or a comparable position if you provide evidence of satisfactory completion of service, apply within 90 days after release from active duty that exceeded 180 days, and are qualified to fill your former position.
Reservist leave
CHOC associates who are enlisted in the Active Reserves and issued an order to perform weekly or annual Reserve training may be eligible for Reservist leave.
Military spouse leave
CHOC associates who work more than 20 hours per week, have a spouse who is a member of the Armed Forces, National Guard or Military Reserves and has been deployed to a combat zone during a period of military conflict may be eligible for up to 10 days of unpaid military spouse leave.
You must request the leave and provide documentation of your spouse’s deployment leave within at least two business days of receiving official notice.
Service member family leave
CHOC associates who have been employed for at least 12 months, have worked at least 1,250 hours of service during the last 12 months, and are the spouse, child, parent, or next of kin of a Service Member may be eligible for up to 26 weeks of unpaid leave in a 12-month period.
The Service Member must be a current member of the Armed Forces, including the National Guard and Reserves, who, because of a serious injury or illness incurred in the line of duty while on active duty, is undergoing medical treatment, recuperation, or therapy.
You will be eligible to be reinstated in the same or a comparable position after your leave.
Qualifying exigency family leave
CHOC associates who have been employed for at least 12 months, have worked at least 1,250 hours of service during the last 12 months, and have a spouse, son, daughter, or parent who is a member of the Regular Armed Forces, National Guard, or Reserves and is on active duty or has been ordered to active duty may receive up to 12 weeks of unpaid leave in a 12-month period. You will be eligible to be reinstated in the same or a comparable position after your leave.
Additional Federal or State Mandated Leaves
CHOC associates may be eligible for other leaves, including:
- Leave for Crime Victims
- Volunteer Firefighters, Peace Officers and Rescue Personnel
- Attend school disciplinary proceedings
- Participation in child’s school related activities and/or address school emergencies
- Adult Literacy Education Assistance
- Voting Time
- Organ & Bone Marrow Donation
Benefits Coverage While on Leave
If you are enrolled in benefits coverage, you may keep your coverage during any job-protected leave so long as you pay your premiums. Failure to pay premiums on a timely basis will result in termination of benefits coverage. Following the end of job-protected leave, you will be transitioned to COBRA coverage for the health plans but all other coverages will end. When you return from leave, you may re-enroll in benefits coverage.
Job Aid: How to re-enroll in benefits upon your return from a leave
To learn more, view the Job Aid for enrolling in benefits in Workday from the Documents page.
PTO Donation
What if, unexpectedly, you needed time off due to a medical emergency or a major disaster and had already exhausted your paid time off? The CHOC PTO Donation Program provides a way for associates to help one another in their times of need.
Associates who want to assist may donate their PTO to the CHOC PTO Donation Bank. Even the smallest donations add up quickly and make a difference. Associates in need may then apply for time off from that bank. Due to IRS regulations, associates are not permitted to donate to specific individuals in need, only to the CHOC PTO Donation bank. Review the Paid Time Off policy on the Documents page under Time Off.
How to donate or receive a donation
If you want to donate your PTO, fill out the PTO Donation Form — Donor located on the Documents page.
If you find yourself in need of additional PTO, complete the appropriate form located on the Documents page.
- PTO Donation Form (Medical Emergency) – Recipient
- PTO Donation Form (Federally Declared Disaster) – Recipient
PTO Cash Out
If you choose not to use your PTO to take time away from work, you may opt to instead receive compensation for your unused PTO. According to IRS rules, you may cash out your accrued PTO so long as you elect to do so in the year prior to receiving your PTO Cash Out payment. This election period occurs in December each year, and the Cash Out payment occurs in November of the following year.
Communication of the election period is provided each year to remind you should you want to elect a PTO Cash Out payment. Once you make your election and the election period is closed, you will not be able to rescind or change your election. If you do not have enough PTO in your PTO bank to cover your Cash Out at the time it is paid, no payment will be made.