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.

How PTO works
Earning PTO
PTO accrual
PTO account maximums
Requesting PTO
How PTO is paid
Cashing out of PTO
Holidays and PTO


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.

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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.

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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.

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Requesting PTO
Give your manager as much notice as possible when requesting paid time off.

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.

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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.

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

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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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