Sick Time Off


An employee may use STO for the following eligible reasons:


  • such employee's mental or physical illness, injury or health condition or need for medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or need for preventive medical care; or
  • care of a family member who needs medical diagnosis, care or treatment of a mental or physical illness, injury or health condition or who needs preventive medical care; or
  • closure of such employee’s place of business by order of a public official due to a public health emergency, a public disaster, or such employee’s need to care for a child whose school or childcare provider closed or restricted in-person operations by order of public official due to a public health emergency or public disaster; or
  •  direction by a public official to remain indoors or avoid travel during a public disaster which prevents such employee from reporting to their work location.
  • when the employee or employee’s family member has been the victim of domestic violence pursuant to subdivision 34 of section 292 of the executive law, a family offense matter, sexual offense, stalking, workplace violence, or human trafficking:
    • to obtain services from a domestic violence shelter, rape crisis center, or other shelter or services program for relief from a family offense matter, sexual offense, stalking, or human trafficking;
    • to participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee’s family members from future family offense matters, sexual offenses, stalking, or human trafficking;
    • to meet with a legal or social service provider to obtain information and advice on, and prepare for or participate in any criminal or civil proceeding, including but not limited to, matters related to a family offense matter, sexual offense, stalking, human trafficking, custody, visitation, matrimonial issues, orders of protection, immigration, housing or discrimination;
    • to file a complaint or domestic incident report with law enforcement;
    • to meet with a district attorney’s office;
    • to enroll children in a new school; or
    • to take other actions necessary to maintain, improve, or restore the physical, psychological, or economic health or safety of the employee or the employee’s family member or to protect those who associate or work with the employee.
  • When the employee is a caregiver for a minor child or care recipient, to provide care to the minor child or care recipient; or
  •  to initiate, attend or prepare for a legal proceeding or hearing related to subsistence benefits or housing to which the employee, the employee’s family member, or the employee’s care recipient is a party, or to take actions necessary to apply for, maintain, or restore subsistence benefits or shelter for the employee or their family member or care recipient.


An employee whose absence is for an eligible reason, has STO available, has not reached the Sick Max Use, and has submitted the request through the approved channel (Dayforce) should have their request approved. Further clarification of MTVs Sick Time Policy can be found in this Article. If an AOM is unsure whether the STO qualifies under the Sick Time Policy after reading the article, please reach out to your manager.


Paid Time Off (PTO)


Paid Time Off is an essential part of maintaining a healthy and engaged workforce, but it needs to be weighed against the needs of the operation. When assessing PTO requests, it is essential to weigh the needs of the business for the requested day, the number of requests already approved, the current staffing profile, and when the request falls (normal working day or holiday).

  • All PTO requests must be submitted 14 days prior to the first day of leave requested.
  • PTO requested during a non-holiday week must be actioned within 7 days of receipt AND be granted in the order in which they are submitted.
  • PTO during a Holiday week must be actioned at least 10 days prior to the earliest date requested and be done in seniority order
  • AOMs should work with their manager to identify how many overlapping requests can be approved at any one time. They also must coordinate with other AOMs in their department to ensure that requests do not unexpectedly overlap.
  • Things to consider when approving PTO
    • Have other staff requested off on this day
    • Expected Task Volumes/Backlogs
      • Is MTV able to manage the volume of work with reduced staffing levels during the requested period
    • Changes in staffing levels
      • Is MTV currently attempting to ramp up or down staffing
  • Are there upcoming terminations/reductions in staffing
  • What is the expected call out rate for the requested period


Denying PTO

If you are denying PTO, it is best practice to email the employee to inform them why it was denied and if there is anything they can amend in the request to have it approved. For example, if an employee requests a week off work but one day of their request overlaps with already approved PTO, they may be able to find someone to swap shifts with them for the day in question and have PTO approved on the remaining days.


Unpaid Time Off

Unpaid Time Off is available to seasonal employees who have passed their 90-day probationary period. These requests must be made no later than 14 days in advance and can only be made for a total of 5 days per year. Outside of this, UTO should not be approved. PTO requests will be granted before UTO requests when they overlap.