Time Away Programs

Inova offers a variety of benefits that allow you time to relax, recover, care for family members, honor personal commitments, and more.

The Inova Paid Time Off (PTO) program provides flexibility in how your time off will be used. Instead of separate days for vacation, personal days or incidental sick time, you have a pool of PTO hours to use for these purposes, as well as for any other approved leave.

PTO Accrual

You earn or “accrue” PTO on an hourly basis during the calendar year, beginning with your first hour of work. Your accrual rate is based on your position and tenure and can be found on InovaNet in Kronos/MyTime.

PTO accrual is capped at a maximum level based on a budgeted 80 hours per pay period. Once your PTO maximum is reached, accruals stop until you use PTO and drop below your applicable maximum.

Using PTO

When using PTO, the following rules apply:

• You can begin using accrued PTO leave after completing 30 days of continuous employment.
• If you are exempt under FLSA rules, PTO generally must be applied in full day increments in accordance with your daily work schedule.
• You generally cannot take leave without pay if you have accrued PTO.

For more information on PTO, see the Time Away Programs Policy on PolicyStat for more details.

The Inova Paid Parental Leave provides paid leave for team members to care for and bond with a newborn or newly adopted child.

The Program is open to all regular full-time and part-time team members budgeted to work ≥ 40 hours per pay period (including Executives and Physicians) who are in active pay status and are the legal parent of the applicable child.

Inova will provide eligible team members with 100% pay for up to four (4) weeks to care for and bond with a newborn or newly adopted child. Leave must be requested at least 30 days in advance, used in one-week increments, and used within six (6) months of the child's birth or adoption. Any unused Paid Parental Leave after the child's birth or adoption will be forfeited.

For more information about Inova's Paid Parental Leave, and Time Away Programs please refer to PolicyStat All Team Members should also be aware of their responsibilities before and during any leave period by referring to the Team Member LOA Responsibilities and Paid Parental Leave FAQs which can be found in the Benefits Center site under Resources. To file a PPL claim, contact The Hartford at 888-301-5615 or file online at https://mybenefits.thehartford.com/login.

Inova regularly observes the following holidays each year:

In the unfortunate event of the death of an immediate family member, you may receive up to three days of paid time off for bereavement. You must be budgeted to work 40 hours or more per pay period to be eligible for this benefit. For more information on Bereavement, see the Time Away Programs Policy on PolicyStat for more details.

Inova recognizes the importance of serving our community and affirms team members’ civic responsibility to serve as jurors or a court witnesses. If you are summoned for jury duty or required by subpoena to appear as a witness in court, you will be paid for the number of hours regularly scheduled to work for each day of service in court and will retain active employment status. Your pay will not be reduced by the amount of jury duty or witness pay.

Upon receiving a court summons for jury duty, you must immediately notify your supervisor. If you are not selected to serve on a jury, you should report for work, if scheduled, or for the next regularly scheduled shift and/or day as appropriate.

For more information, refer to PolicyStat.

Inova understands that you may need to take time off for personal reasons that may not be covered under other time away programs. Team Members budgeted to work greater than or equal to 40 hours per pay period may request unpaid personal leave:

• If the reason for leave is foreseeable, the team member must submit a leave request to his or her immediate supervisor at least 30 days in advance.
• If the reason for leave is not foreseeable, the team member must provide notice to their immediate supervisor as soon as practicable.

Returning to work

Before returning to work, the team member on leave must notify his or her supervisor or Human Resources prior to the expected return to work date to coordinate return. When a team member returns from a leave, every effort will be made to place the returning team member in a position for which he or she is qualified. If no such position is available at the time, the team member assumes responsibility for searching for vacancies within Inova for which he or she is qualified.

If an ADA-related disability and non-ADA medical accommodations are required upon return from Personal Leave, the team member must contact Human Resources. For more information on personal leave, see the Time Away Programs Policy on PolicyStat for more details.

In certain situations, Human Resources may determine it is in the best interest of Inova for a team member to take leave and may grant unpaid Administrative Leave. Leaders may not terminate a team member on Administrative Leave without an approval from Human Resources.

See PolicyStat for more details.

To support your service to the United States of America, you may be eligible for an approved leave of absence consistent with the requirements of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA). Team Members are required to provide written or verbal notice to Inova of their military duty unless giving notice is impossible, unreasonable or precluded by military necessity. The Defense Department strongly recommends advance notice to civilian employers be provided at least 30 days prior to departure for uniformed services when it is feasible to do so. Team Members unable to meet this recommendation should provide notice as far in advance as is reasonable under the circumstances. Please contact The Hartford to begin the claims process by calling 888-301-5615, or by filing online at https://mybenefits.thehartford.com/login.

When released from active military duty, Team Members must apply for reinstatement depending on their time spent on military duty. The team member will be restored to the same position held prior to their military leave—including the same seniority, status, pay and other job perquisites they would have attained if their continuous employment had not been interrupted due to uniformed service.

Team Members who are on duty for more than 30 days may elect to continue Inova-sponsored health care for themselves and their families for up to 24 months but may be required to pay up to 102% of the full premium. For more information, review the full Military Leave policy on PolicyStat for more details.

Additionally, the Family and Medical Leave Act (FMLA) provides job-protected leave from work for certain military family leave reasons. To file a claim for a qualifying exigency while your spouse, son, daughter or parent is on covered active duty or is called to covered active duty status, please contact The Hartford at 888-301-5615 or file online at https://mybenefits.thehartford.com/login.