Time Off

Ardent offers a number of both paid and unpaid time off benefits to eligible employees. These programs include:

Paid Time Off (PTO)

Ardent offers paid time off (or PTO) to help you rest, recharge and balance your work and life responsibilities. You can use PTO for vacation, holidays, personal time and unexpected absences for short-term personal illnesses, family illnesses or emergencies.

Keep in mind, you need your manager’s approval to take time off. Give your manager as much notice as possible when requesting paid time off.

Earning PTO

Eligible employees earn paid time off according to the PTO accrual schedule, which is based on your years of service. Temporary, limited part-time, per diem and PRN employees are not eligible to earn PTO.

PTO accrual

You earn paid time off on a pro-rated basis (per hours worked and PTO used) according to the PTO accrual schedule, which you can find in your employee handbook, PTO policy or on the enrollment website.

Benefit Tip! It’s a good idea to keep at least 40 hours in your PTO account. The first five consecutive workdays of an illness are deducted from your PTO balance.

PTO account maximums

You will no longer accrue PTO if your account reaches the maximum balance; however, your accrual will resume once your account falls below the maximum. You can find your maximum accrual schedule in your employee handbook, PTO policy or on the enrollment website.

How PTO is paid

PTO is paid at your base rate of pay, excluding shift differentials or any other premium compensation. Hours worked in excess of 40 per week do not count toward PTO accrual, and PTO is not counted in the calculation of overtime.

Cashing out of PTO

You may cash out your PTO at any time. Refer to the PTO policy for additional details.

Holidays and PTO

Six holidays are included in PTO accrual:

  • New Year’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day

When the actual date of the holiday falls on a Saturday or a Sunday, the preceding Friday or following Monday will usually be designated as the observed holiday. This generally applies to non-clinical personnel whose regular work schedule is normal business hours Monday through Friday.

Because we operate around the clock 365 days a year, you may be required to work on a designated holiday. When this occurs, you will be paid at a rate of one and one-half times your base pay—if you are paid hourly—for the actual hours worked during the 24 hours designated to be the holiday. Only employees required to work the holiday will be paid the premium rate.

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Extended Illness Leave (EIL)

Extended Illness Leave, or EIL, begins on the sixth consecutive day of an absence. It’s a form of short-term sick pay for employees who are absent from work due to their own illness or injury. The first five consecutive days of an absence are deducted from accrued PTO. In the case of outpatient surgery or overnight hospitalization, EIL can be accessed immediately. EIL is not available for absences related to cosmetic procedures.

All full-time employees can accrue EIL from the date of hire. It accrues each pay period on a pro-rated basis (per hours worked and PTO used) up to 12 days (or 96 hours) per year. The maximum amount is 480 hours.

To use EIL, you may be asked to provide a physician’s statement, including the beginning and projected ending dates of your leave. EIL cannot be used during the first 90 days of employment. For time off due to injury or illness, all available paid hours must be used prior to taking unpaid time off.

EIL is not a vested benefit—meaning that it will not be paid out at the time of termination.

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Salary Continuation

Salary Continuation is a benefit available to corporate exempt, full-time employees for absence due to illness or injury. Like EIL, the first five consecutive days of an illness are deducted from accrued PTO. In the case of outpatient surgery or overnight hospitalization, Salary Continuation can be accessed immediately. Salary Continuation is not available for absences related to cosmetic procedures. 

After 90 days of employment, eligible employees may access Salary Continuation on the sixth consecutive day of an absence—after providing a physician’s statement that includes the beginning and ending dates of your leave.  

Salary Continuation benefits are based on a percentage of your salary at the time of the disability and work in the following way:

Length of service First 5 days Next 30
(calendar days)
Next 60
(calendar days)
3 months–1 year PTO 100% 60%
1–3 years PTO 100% 80%
3 years or more PTO 100% 100%

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Bereavement leave

If you experience a death in your immediate family, you may be allowed time off with pay. Refer to your employee handbook or bereavement leave policy for additional information.

If you’re not eligible for paid Bereavement Leave, you can use available PTO or take time off without pay. Ask your manager.

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Jury Duty

You will be paid if you are required to serve jury duty. Non-exempt employees receive the base hourly rate for the time required. Exempt employees receive their regular salary during the weeks in which jury duty was required. If court is not in session, or if you’re dismissed early, you are expected to report back to work as soon as possible.

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Voting

If you’re unable to vote before or after work on Election Day, time will be provided as appropriate. This benefit is available for full-time employees. Consistent with state laws, you will be allowed time off with pay to vote. However, you must schedule this time off with your manager in advance.

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Family Medical Leave Act (FMLA), and other unpaid leaves of absences

Ardent also offers leaves of absence in certain situations. All available PTO hours must be used prior to taking unpaid time off. For more information about Family Medical Leave, or other leaves of absence, go to the FMLASource website or call 877-GO2-FMLA.

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