Sick Time Off


An employee may use STO for the following eligible reasons:


  • an 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 preventative medical care;
  • an employee’s 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 preventative medical care; or
  • closure of the office for a public health emergency; or
  • to provide primary care for a child whose school or childcare provider is closed because of a public health emergency.


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.