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Employee Time Off and Leave Policies - BestRun US

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This leave is separate from parental leave or sick leave as these may be subjected to different legal or company guidelines (e.g. sick leave may require a doctor’s note). Other kinds of leave such as bereavement leave, jury duty leave etc. will be considered if the need arises. It falls under the company’s judgement to incorporate the different options of leave under a uniform amount of time off that can be used for different reasons.

Reasons for requesting personal leave need not be specified. Personal leave may also need less time prior notice whereas vacation time may need to be scheduled well in advance. Both PTO leaves must be approved by the appropriate official.

It is best for employees to distribute the use of their PTO equally throughout the year and not accumulate their entire leave and use it all at the same time. Unused PTO may or may not be passed on to the next calendar year. Vacation accrual is subject to the company’s judgement.

Employees may earn some additional PTO every year or per another specified amount of time. Once the total time off reaches a specified limit, it cannot surpass it.


Our Employee PTO policy or paid time off policy refers to the amount of time off that may be granted to employees per calendar year or month. Paid time off is a benefit that may determine the company’s retention of talent and employee productivity. Paid time off can be considered equivalent to vacation time and sick time, or can designate between each. 

If it is aligned with the company’s capabilities it would be advantageous for any company to offer a specified amount of vacation and paid time off, whether it is mandated by law or not. 

This policy outlines the accrual process for paid time off, and how employees can manage this benefit.

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