In another edition of the Employee Meeting Q&A, Julie Mann provides clarification on the Paid Days Leave policy. To best communicate the details of the PDL program with you, this Q&A topic also appears in today’s issue of The Connection.
Julie Mann, Chief Administrative Officer
Based on the latest Employee Survey comments, there seems to be some misunderstandings related to the hospital’s Paid Days Leave (PDL) program. This article addresses the following comments:
“Holiday time off should be separate from your PDL.”
“PDLs should not be used for short term illness ie-flu if a staff calls off for a day or two due to this condition.”
“I do not like having to use my PDL for everything.”
“I feel PDL should be for vacation-not illness or other reasons.”
In the early 1980’s, the employees recommended that KSB change its program related to Sick Days, Holiday Days, Personal Days, and Vacation Days. Instead of having separate programs and counts for each, it was decided to create one all encompassing system where it did not matter what the reason was that an employee was away from work . . . it simply came out of the PDL “bucket”. The system was originally set up to provide a new full time employee with 24 days of PDL.
This allotment of days grows regularly throughout an employee’s employment to the point where a full time employee eventually receives 39 days of PDL per year! This system has advantages for both the hospital and the employees. From the hospital’s perspective, it enhanced employee flexibility for time off and it does not matter whether the day off is for vacation, personal time, the employee’s own illness, a parent staying home with a sick child, etc. From the employee’s perspective, there can be more days available for vacation or personal use.
Based on comments in the Employee Survey, there are some who view PDL as a Vacation System only and feel that days off for reasons other than vacation should not come out of that system. As you can see from the above, this was not the intent of the system, which is typical in the hospital industry. Furthermore, our PDL system is very competitive as a benefit when compared to other healthcare organizations and is generally much better than the programs in non-healthcare organizations. This is especially true when the Short and Long Term Disability benefits are included in your benefit package.
As always, we appreciate the opportunity to look at our total compensation structure. Thank you for your comments so that we can clarify the purpose of the PDL system!
If you have questions about your PDL or a specific scenario, please contact Human Resources at x5616