St. Charles believes that a balance between work, rest, community and social life is essential to maintain quality performance. With this in mind, St. Charles is committed to providing compensated time off to eligible caregivers in recognition of continued service. ETO is designed to allow caregivers the flexibility to use their time off to meet personal needs, while recognizing their responsibility to manage their paid time off. St. Charles ETO Policy exceeds the requirements of Oregon’s paid sick leave (PSL).
-
ETO is defined as a period of time when a caregiver can be free from his or her normal job activities for rest and relaxation, personal or family illness, holidays, leaves of absence, or other reasons
-
Time off without pay should be kept to a minimum and may be granted at the supervisor’s discretion. When requests for scheduled time off conflict with staffing requirements in a department, preference will be given to paid ETO requests. Time off without pay will not be granted until all ETO is exhausted
-
All regular part/full-time caregivers are eligible to earn ETO. Relief and temporary caregivers do not accrue ETO, but do accrue paid sick leave (PSL)
-
ETO will be compensated at the caregiver's regular hourly rate of pay, including applicable differentials (but excluding weekend differentials)
-
ETO will start accruing on the caregivers first day of employment at St. Charles. Accrual is based on all hours worked or paid, excluding standby hours, and including all regularly scheduled hours called off, to a maximum 2,080 hours per year
-
ETO is not accrued while a caregiver is receiving disability income replacement, workers’ compensation benefits, or is on leave without pay
-
ETO schedules will be established by St. Charles after taking into consideration caregivers’ preferences, the needs of the hospital or clinic, and other relevant factors. Each department has different needs; therefore, ETO requests will be granted or denied at the discretion of the department’s management, based on requests/approvals per department guidelines
-
A caregiver may request ETO without prior approval and on short notice due to an emergency or illness in his or her immediate family or absence protected by FMLA/OFLA/PSL by contacting the department in accordance with departmental procedures
-
If a department chooses to close on a particular day (i.e.; Christmas Eve), caregivers are required to use ETO for the day of the closure
-
ETO can be used in any increments for non-exempt caregivers and exempt caregivers on FMLA/OFLA/PSL
-
ETO may be used to supplement loss of scheduled work time because of low census
-
Caregivers must work and not use ETO to finish out their employment
-
Caregivers may not use ETO while receiving short-term disability or workers’ compensation benefits