5.8.3 VacationVacation is important to enable employees to relax
and regain energy. Employees should not be required or expected to stay in touch with their worksite while they are on vacation. Employees are not expected to conduct business during their time off unless they are notified of a work-related emergency that requires their attention, if possible. Employees should inform the location of any emergency contact and should post "out-of-office" notices to their email accounts and voicemail reply.
Paid vacation accrual is determined by each location;
however, in the interest of fairness and consistency, locations should implement a vacation policy. See the Vacation section in Time Off Guidelines.
Personal time off ("PTO") plans, which allow employees to take paid time off for any reason, including vacation or sick time, should not be offered because they do not correctly account for sick and vacation time off as legally required. Locations choosing to offer PTO should be aware that California law considers PTO to be the same as vacation and may not be provided on a "use it or lose it" basis; unused PTO must be paid out when employment terminates.
For example: A location offers PTO of 15 days which can be used for any reason. The employee uses 3 days for sick time (the required state minimum for paid sick time) and 2 days of vacation and 1 day for "personal" time and then leaves. The employee must be paid for the remaining 9 days.