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IMPORTANT: If you do not elect your benefits during the annual Open Enrollment period or within 31 days of your date of hire, you will not have Roper St. Francis Healthcare health plan coverage until the next year unless you have a qualified life event as defined by the IRS.

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PTO / Holidays / EIH

Time Away from Work

2023 PTO for Exempt (Salaried) & Non-Exempt (Hourly) Teammates

Roper St. Francis Healthcare provides a PTO program for teammates who are in a benefits-eligible position and are authorized to work 40 or more hours per pay period.

  • PTO can be used for vacations, family illness, holidays and personal time.
  • Accrual rates for PTO are based on most recent benefits eligible date and the total hours paid up to 80 hours per pay period.
  • As long as you stay in a benefits-eligible position, you may roll over your PTO bank from year to year.
  • The maximum accrual for PTO is 320 hours or 40 days for full-time teammates and 160 hours or 20 days for part-time teammates.
  • In the event of separation, provided the teammate has a minimum of two years of service and proper notice is given and worked, PTO will be paid as follows:
    • For 2–5 years of service, PTO will be paid out at $.50 on the dollar;
    • for 5 years of service or more, PTO will be paid out at full value.
Years of Service in a Benefits-Eligible PositionAccrual Rate The examples below are based on a 1.0 FTE teammate working 2,080 hours per year with 8 hour shifts. Accruals vary based on a teammate's paid hours.
0-5 years.0923/hourThis equals approximately 191.96 hours or 24 days/year.
5-10 years.1038/hourThis equals approximately 215.90 hours or 27 days/year.
10+ years.1154/hourThis equals approximately 240.03 hours or 30days/year.
2024 PTO for Exempt (Salaried) Teammates

Full- or part-time exempt teammates (budgeted to work at least 15 hours a week) are eligible for PTO.  The amount of PTO available is based on years of service and FTE as of the beginning of the calendar year (see chart below). The PTO program for Exempt teammates is a non-accrual, use it or lose it plan. This means exempt teammates will receive the full allotment of days at the beginning of the year and must use the PTO by the end of the calendar year.  Unused PTO will be forfeited at the end of the calendar year.  Since PTO hours are frontloaded and must be used by the end of the year, PTO hours are not paid out if/when an exempt teammate separates employment with RSFH.

Years of Service (YOS)PTO Days Off (Based on 1.0 FTE)Allocation MethodCarryover Each YearPTO Paid at Separation (Assumes voluntary separation with proper notice)PTO Eligible for Sell Back at 80% on an Annual Basis
0-2 YOS19Front Loadn/a - "Use it or lose it"0%No
3-4 YOS23Front Loadn/a - "Use it or lose it"0%No
5-7 YOS23Front Loadn/a - "Use it or lose it"0%No
8-9 YOS28Front Loadn/a - "Use it or lose it"0%No
10+ YOS28Front Loadn/a - "Use it or lose it"0%No
2024 PTO for Non-Exempt (Hourly) Teammates

Full- or part-time non-exempt teammates (budgeted to work at least 15 hours a week) are eligible to accrue PTO based on hours paid.  The amount of PTO available is based on and FTE (see chart years of service below).  Accrual rates for PTO are based on most recent hire date or acquisition date and the total hours paid up to 80 hours per pay period.  As long as teammates stay in a benefits-eligible position, they may carry over their PTO bank from year to year, up to the maximum accrual.  The maximum accrual is 120 hours for both full-time and part-time teammates. 

  • Each year, non-exempt teammates will have an opportunity to cash-out one time at 80% value
  • PTO hours will be paid out if/when a non-exempt teammate separates employment (assuming voluntary separation with proper notice) based on years of service:
    • Less than 2 years:  0%
    • 2-5 years:  50%
    • 5+ years:  100%
  • Non-exempt teammates will be able to donate PTO to the RSFH Gives! campaign as well as participate through payroll deductions.  Non-exempt teammate may elect to give to the RSFH Teammate Hardship Fund if you want to donate to teammates in need.
Years of Service (YOS)PTO Days Off (Based on 1.0 FTE)Allocation MethodCarryover Each YearPTO Paid at Separation (Assumes voluntary separation with proper notice)PTO Eligible for Sell Back at 80% on an Annual Basis
0-2 YOS15AccrualUp to 120 hours (~15 days)<2 YOS = 0%
2 YOS = 50%
Yes
3-4 YOS19AccrualUp to 120 hours (~15 days)50%Yes
5-7 YOS19AccrualUp to 120 hours (~15 days)100%Yes
8-9 YOS23AccrualUp to 120 hours (~15 days)100%Yes
10-14 YOS23AccrualUp to 120 hours (~15 days)100%Yes
15+ YOS25AccrualUp to 120 hours (~15 days)100%Yes
Holidays

2023

Benefits-eligible teammates must use accrued PTO for holiday time off. Roper St. Francis Healthcare will recognize the following holidays:

DATEHOLIDAY
Sunday, January 1 (Observed on Monday, January 2)New Year's Day
Monday, January 16Birthday of Martin Luther King, Jr.
Friday, April 7Good Friday
Monday, May 29Memorial Day
Tuesday, July 4 Independence Day
Monday, September 4Labor Day
Thursday, November 23Thanksgiving
Monday, December 25 Christmas Day

2024

In 2024, there will be a separate Holiday benefit that is not deducted from PTO hours. Full-time teammates budgeted to work 30 or more hours per week will be eligible to receive up to eight hours of Holiday pay for each holiday. Holidays will be paid in the pay period they occur.  Teammates may opt to work the holiday and take an alternative day off within the same pay period with manager approval. Roper St. Francis Healthcare will recognize the following holidays:

DATEHOLIDAY
Monday, January 1New Year's Day
Monday, January 15Birthday of Martin Luther King, Jr.
Friday, March 29Good Friday
Monday, May 27Memorial Day
Thursday, July 4 Independence Day
Monday, September 2Labor Day
Thursday, November 28Thanksgiving
Wednesday, December 25 Christmas Day

Have a Question?

Review the information found throughout this site. If you can’t find an answer to your question, please email HRBenefitsTeam@rsfh.com or call (843) 720-8400, Option 2.