Paid Time Off (PTO) and Flexible Time Off (FTO) FAQs shown here apply to non-union hourly associates (PTO) and salaried associates (FTO) in a corporate or division office effective January 1, 2022.

Non-union associates in stores, distribution centers and manufacturing plants will continue on their current vacation/PTO programs. Questions about current vacation/PTO programs should be referred to your local HR representative.

Paid Time Off

Paid Time Off (PTO) is a program that allows you, with your manager’s approval, to take time off from work for vacation or personal time. Your earn hours of PTO based on hours worked and your years of service with the Company.

PTO is accrued on a weekly basis and must be reported in the time card application for tracking purposes. Accrued PTO remains in your balance until it is used, or the dollar value of the PTO balance may be paid out when you leave the Company.

FTO is not an accrued benefit, so there is no balance of available hours that you can use for your vacation or absences. FTO is not tracked or logged in the payroll/HR system. There is no FTO payout when you leave the Company, but you may have a separate payout for PTO balances that were frozen during the transition to FTO (PTO balances before January 1, 2022).

Most pharmacists are retail, so they will remain on their current PTO plan. There is a group of “floating pharmacists” who are linked to a division office rather than retail. However, they will be treated the same as other pharmacists for purposes of PTO. This means they will remain on their current PTO plan rather than moving to FTO in 2022.

Your unused vacation/PTO balance as of 12/31/2021 carried over into PTO as your starting balance on 01/01/2022 based on your current vacation/PTO policy. This means you were able to carryover the amount allowed under the current policy so that you can plan and use your existing carryover PTO balance during the 2022 transition year.

Some associates (those in California and a few other groups) are subject to a maximum accrual limit rather than a carryover provision. The maximum accrual limit will remain under the current policy for 2022, which is 2x the annual accrual rate.

Non-union, hourly associates in a corporate or division office will earn PTO as they work (or use PTO). The PTO hours earned each pay period will be added to your balance at the end of each pay period. You can see your PTO balance on Direct2HR.

No. You do not have to request full days off. As part of the PTO program’s focus on flexibility, you can request time off in one hour increments.

Yes. You accrue PTO for hours worked and while you are on PTO.

No. PTO hours that exceed the carryover limit will not be paid out. If you are subject to a maximum accrual, you will stop accruing PTO once you reach the maximum accrual limit.

Harmonized PTO for non-union hourly associates working in corporate and division offices will align with most of our current vacation and PTO plans, which accrue based on a 50-week schedule.

There is no waiting period for PTO. You begin accruing PTO on your date of hire and can request PTO starting on your date of hire.

If you transfer into a salaried position in a corporate or division office after 01/01/2022 making you eligible for FTO, all of your earned and unused vacation or PTO balance will be frozen and paid out to you when you terminate employment In some circumstances, you can use frozen PTO hours when FTO is not available.

Flexible Time Off

Flexible Time Off (FTO) is a program that allows you, with your manager or supervisor’s approval, to take time off from work for discretionary absences (such as a personal trip) and be paid 100% of your regular salary for the duration of the approved time off.

Non-union salaried associates working at a corporate or division office transitioned to FTO on January 1, 2022. Non-union salaried associates in stores, distribution centers, and manufacturing plants continued on their current PTO or vacation program.

There is no established process for requesting time off under FTO. Talk to your manager about the preferred request process that they would like to use. Managers have the flexibility to develop a system that works best for them.

FTO is a program that allows you, with your manager’s approval, to take time off from work for discretionary absences (such as a personal trip) and be paid 100% of your regular salary for the duration of the approved time off. Today, these hours are currently covered under vacation or paid time off. FTO is not accrued and there are no balances. You simply obtain your manager’s approval for the absence, enter the time in the payroll/HR system, and take the time off.

There are no accruals or balances for total time off under FTO, but you are limited to 3 consecutive weeks at any one time.

Your unused vacation/PTO balance as of 12/31/2021 was frozen and transfered into 2022 based on your vacation/PTO policy in place on 12/31/2021.  Your frozen balance will be paid out upon separation from the Company. You will receive a one-time payment in a gross amount equal to the dollar value of your PTO balance, calculated based on your rate of earnings on your date of separation. In some circumstances during the year, you can use frozen PTO hours when FTO is not available.

No, frozen vacation time can be used in specific situations when FTO is not available. Otherwise, it will be paid out upon separation.

There is no waiting period to request FTO. You can request FTO from your date of hire.