Paid Time Off - Overview

• Full-time, permanent employees begin accruing PTO upon hire and may use it after 90 calendar days of employment.

• Part-time, permanent employees accrue PTO based on actual hours worked and may use it in proportion to their scheduled working hours after 90 calendar days.

• Non-permanent employees (e.g., interns) accrue PTO but may only use it upon transitioning to a permanent role.

Employees should submit all time off requests through Deltek for supervisor approval. 

To request PTO:

1. Log into Deltek.

2. Navigate to Timesheets → Other Actions → Request New Absence.

3. Select the appropriate type of PTO at the top of the screen.

4. Click +Add Request Date and manually select the date(s) for your absence.
   Do not use the calendar tool.

5. Add a brief note if applicable (e.g., “Vacation,” “Medical appointment”).

6. Click Submit to send your request for supervisor approval.

Employees can review their current PTO balance directly in Deltek. There are two ways to view your balance:

Option 1:

• Navigate to the sidebar and click Timesheets.

• Click your name (in blue) at the top of the page.

• Your employee card will appear — select the Absence Hours tab to view your current PTO balance.

Option 2:

• Navigate to the sidebar and click Timesheets.

• Select Other Actions on the right side of the screen.

• Choose Request New Absence from the dropdown menu.

• At the top of the pop-up window, select the Type of Absence to view your available balance.

• PTO must be scheduled and approved in advance whenever possible.

• For absences longer than one day, provide at least two (2) weeks’ notice.

• For single-day or partial-day absences, provide reasonable notice.

• Employees must submit requests through Deltek and communicate directly with their Supervisor when necessary.

• Unused PTO carries over each year.

• Accrual stops when the maximum balance is reached; hours above the cap are forfeited.

JBPro combines sick time with PTO, giving employees flexibility to use time off for illness, appointments, or family care needs.

Employees should notify their Supervisor as early as possible when unable to work due to illness. A doctor’s note may be required in certain cases. 

JBPro observes the following paid holidays each year:

• New Year’s Day

• Martin Luther King Jr. Day

• Memorial Day

• Independence Day

• Labor Day

• Thanksgiving Day

• Day After Thanksgiving

• Christmas Day

• Day After Christmas

• Full-time employees receive 8 hours of pay for each observed holiday.

• Part-time employees are not eligible for paid holidays.

• If a holiday falls on a weekend:

Saturday → observed on the preceding workday (unless already a holiday).

Sunday → observed on the following workday (unless already a holiday).

• Holiday hours do not count as “hours worked” when calculating overtime.

• Parental Leave is available to full-time employees who are the legal parent of a newborn or newly adopted infant.

• Eligible employees receive up to 80 hours (two weeks) of paid Parental Leave.

• Paid Parental Leave must be used within the first 12 weeks following the birth or adoption of a child.

• If your leave period includes a company holiday, please contact your Supervisor to confirm how it may affect your pay or schedule.

1. Notify your Supervisor as soon as possible of your expected leave dates and intended duration.

2. Submit a formal leave request in writing to HR for approval. Include the anticipated start and end dates of your leave.

3. If applicable, indicate whether you plan to use paid Parental Leave, unpaid leave, or accrued PTO to cover part of your time away.

4. HR will confirm your eligibility and coordinate any applicable FMLA documentation.

5. Once approved, HR will provide a confirmation outlining the approved leave dates, pay details, and your expected return-to-work date.

• Eligible employees may take up to 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA).

• JBPro will hold your position in accordance with FMLA guidelines.

• The 12-week period includes the two weeks of paid Parental Leave provided by JBPro. The remaining time may be taken as unpaid leave.

Employees may choose to use any unused, accrued PTO to cover part or all of the unpaid portion of their Parental Leave.

Requests for additional unpaid leave beyond the 12-week FMLA period may be considered on a case-by-case basis and must be approved by the President.

• Employees are expected to return to work on or before the approved return date.

• JBPro complies with FMLA job protection requirements; however, extensions beyond 12 weeks may not guarantee job protection or reinstatement to the same position.

Bereavement Leave is available to all paid time off–eligible employees, including both full-time and part-time employees.

Full-Time Employees

• Immediate Family: Eligible for 40 hours of paid bereavement leave upon the death of an immediate family member.

• Extended Family: Eligible for up to 8 hours of paid time off (PTO) to attend the funeral or memorial service.

Part-Time Employees

• Immediate Family: Eligible for paid bereavement leave equal to the number of hours regularly scheduled per week (e.g., a 20-hour employee receives 20 hours of paid bereavement leave).

• Extended Family: Eligible for 1/5 of their regularly scheduled weekly hours (e.g., 4 hours for a 20-hour employee).

Eligibility

• Available to all paid time off–eligible employees, including full-time and part-time employees.

Pay and Leave Allowance

• Full-time employees receive up to 40 hours of paid Jury Duty Leave.

• Part-time employees receive paid Jury Duty Leave equal to their regularly scheduled weekly hours.

Extended Service

• If jury duty exceeds the paid allowance, accrued PTO may be used. Extended service may be reviewed on a case-by-case basis.