Time Off, Leave & Holidays

47G recognizes that strong performance requires clarity, discipline, and sustainable pace. Employees are expected to bring ownership to the mission, and 47G supports employees in taking time away from work to rest, recover, attend to personal needs, and return ready to contribute at a high standard.

47G offers unlimited Paid Time Off, or PTO, to eligible employees. PTO combines vacation time and sick time into one flexible time-off approach, allowing employees to manage personal needs responsibly while meeting the expectations of their roles.

Unless otherwise required by law or approved in writing, PTO eligibility applies to regular full-time employees. Part-time, temporary, seasonal, intern, and contractor classifications may have different time-off rules unless otherwise required by law or expressly stated in writing.

PTO is intended to support healthy performance, not create uncertainty for the team. Employees are expected to use PTO with sound judgment, advance planning when possible, and respect for organizational commitments.

Because 47G provides unlimited PTO for eligible employees, PTO does not accrue in a fixed bank of hours or days unless required by law or stated in a separate written policy.

Unlimited PTO is not earned wages, does not accumulate, and does not create a balance available for payout. The purpose of the policy is to provide reasonable flexibility while maintaining performance, responsiveness, and operational continuity.

Employees remain responsible for meeting role expectations, deadlines, event obligations, partner commitments, and organizational priorities. Excessive, poorly timed, or uncoordinated use of PTO may be addressed as a performance, attendance, or conduct concern.

Employees should request PTO through the process established by 47G and their supervisor.

When the need for PTO is foreseeable, employees should submit requests as early as possible. For planned time away, employees are encouraged to provide at least 30 days’ notice when practical, especially when the absence may affect events, board meetings, partner engagements, grant deadlines, travel, payroll, or other mission-critical work.

When the need for PTO is not foreseeable, such as illness, emergency, or urgent personal circumstances, employees should notify their supervisor as soon as possible and provide expected timing for return when known.

Employees should ensure that essential responsibilities are covered, deadlines are communicated, and relevant files, contacts, and next steps are available before beginning scheduled PTO.

PTO requests must be approved by the employee’s supervisor or authorized leadership.

Approval depends on business needs, role responsibilities, timing, workload, staffing, event calendar, prior approvals, and the employee’s performance and attendance record. 47G will make reasonable efforts to support time away, but approval is not automatic.

Supervisors may deny, modify, or request changes to a PTO request when necessary to protect operational continuity. When competing PTO requests create coverage concerns, supervisors may consider business need, timing of the request, role coverage, prior time off, and other relevant factors.

Employees should not make non-refundable travel or personal commitments until PTO approval is received.

Because 47G provides unlimited PTO for eligible employees, there is no PTO balance to carry over from year to year unless required by law or stated in a separate written policy.

PTO is “use or lose” in the sense that unused PTO does not accumulate, roll forward, or create a banked entitlement. Employees are encouraged to take appropriate time away during the year rather than deferring rest or recovery indefinitely.

Supervisors should support responsible PTO use while maintaining the organization’s operating standard.

Unused PTO is not paid out upon separation from employment unless required by applicable law or expressly provided in a written agreement signed by authorized leadership.

Because unlimited PTO does not accrue as a fixed balance, employees do not have a bank of unused PTO available for payout when employment ends.

47G may deny PTO requests submitted during a resignation notice period or final period of employment when business needs, transition responsibilities, or operational continuity require the employee’s presence.

Vacation time is part of 47G’s unlimited PTO policy described in Section 8.1; there is no separate vacation entitlement for eligible employees. Employees who are not eligible for unlimited PTO may be subject to separate written time-off rules, if applicable.

Vacation leave does not accrue separately from PTO. See Section 8.1.2 for how 47G’s unlimited PTO approach works in place of an accrued balance.

Vacation leave follows the request and approval process described in Sections 8.1.3 and 8.1.4. Employees should build in extra lead time when an absence may affect public events, partner meetings, travel, or team coverage, and should set out-of-office messages and hand off urgent matters before leaving.

47G does not set a fixed annual vacation limit for eligible employees, but use remains subject to the performance and coverage expectations described in Section 8.1.

Sick leave is part of 47G’s unlimited PTO policy described in Section 8.1, available for personal illness, injury, medical appointments, mental health needs, preventive care, recovery, or care for a family member when appropriate and permitted by applicable law. Employees who are ill should use sound judgment and avoid reporting to the workplace, events, meetings, or partner settings when doing so may place others at risk.

Employees who need sick leave should follow the notice process described in Section 8.1.3, notifying their supervisor as soon as possible. Employees do not need to disclose detailed medical information to their supervisor — only enough information for 47G to understand the need for absence, expected duration when known, and any immediate work coverage needs.

47G may request documentation related to sick leave when permitted by law and appropriate under the circumstances.

Documentation may be requested for extended absences, repeated absences, leave connected to legal protections, return-to-work clearance, safety-sensitive concerns, accommodation requests, or other situations where documentation is necessary for compliance or operational planning.

Medical information will be handled confidentially and shared only with individuals who have a legitimate business or legal need to know.

47G will comply with applicable federal, state, and local sick leave laws.

When employees work outside Utah, travel for business, or are assigned to work in another jurisdiction, different sick leave requirements may apply. Employees should contact Human Resources or authorized leadership with questions about state or local requirements.

Nothing in this policy is intended to reduce any sick leave rights employees may have under applicable law.

47G recognizes holidays that allow employees to pause, spend time with family and community, observe important civic and cultural moments, and return to the mission with renewed focus.

47G currently recognizes the following holidays: New Year’s Day; Martin Luther King Jr. Day; Presidents’ Day; Memorial Day; Juneteenth; Independence Day; Pioneer Day; Labor Day; Veterans Day; Columbus Day or Indigenous Peoples’ Day, as designated by 47G; Thanksgiving Day; the day after Thanksgiving; Christmas Eve; Christmas Day; New Year’s Eve; and one birthday observance day that employees are encouraged to take within two weeks of their birthday.

47G may modify the recognized holiday schedule at any time based on organizational needs, calendar alignment, funding requirements, event schedules, or applicable law.

Eligible employees may receive holiday pay for recognized holidays in accordance with 47G policy and applicable law.

Holiday pay is generally calculated at the employee’s regular straight-time rate and does not include overtime, bonuses, commissions, incentives, shift differentials, or other special forms of compensation unless required by law or provided in writing.

Holiday pay does not count as hours worked for purposes of calculating overtime unless required by law.

47G may offer floating holidays or flexible observance days when approved by leadership and communicated to employees.

A floating holiday may be used for personal, cultural, religious, civic, or other observances, subject to approval and scheduling requirements.

Floating holidays, if offered, must be used in accordance with 47G procedures. Unused floating holidays do not carry over or pay out at separation unless required by law or expressly stated in writing.

Some work may be required on holidays due to events, deadlines, travel, public-sector activity, partner needs, payroll, finance deadlines, or other operational priorities.

Employees who are required to work on a recognized holiday should coordinate with their supervisor regarding schedule expectations and any applicable pay or alternative time-off treatment.

Non-exempt employees will be paid for all hours worked in accordance with applicable wage and hour laws.

47G recognizes that grief requires time, care, and support.

Bereavement leave may be used following the death of an immediate family member or another person with a close personal relationship to the employee, as approved by 47G.

Covered relationships may include a spouse, domestic partner, child, parent, sibling, grandparent, grandchild, parent-in-law, child-in-law, sibling-in-law, stepfamily member, legal guardian, or another person whose relationship to the employee is comparable to those listed.

47G will review unique circumstances with compassion and discretion.

Bereavement leave draws on 47G’s unlimited PTO policy described in Section 8.1. Eligible employees may take the time reasonably necessary to grieve, attend services, travel, and support family matters; 47G’s current practice allows up to three weeks for the loss of an immediate family member, subject to supervisor coordination and organizational needs. Additional time may be considered on a case-by-case basis as PTO, personal leave, unpaid leave, or another form of leave when appropriate.

For employees eligible for unlimited PTO, approved bereavement leave is generally paid as PTO, calculated at the employee’s regular base rate and excluding overtime, bonuses, commissions, incentives, or other special compensation unless required by law or stated in writing. Employees who are not eligible for unlimited PTO may be eligible for paid or unpaid bereavement leave only if required by law or approved by 47G in writing.

Employees who need bereavement leave should notify their supervisor as soon as reasonably possible, following the general notice practices in Section 8.1.3, and are not required to share unnecessary personal details. 47G may request documentation when appropriate and permitted by law, and such requests will be handled with respect and discretion.

47G encourages employees to fulfill their civic responsibilities, including jury service.

Employees summoned for jury duty should notify their supervisor promptly and provide a copy of the summons as soon as possible. Jury service may vary in length, and employees should keep their supervisor reasonably informed of their expected availability.

47G will provide leave for jury duty as required by law. Employees should return to work when released from jury service for the day if doing so is reasonable based on timing, travel, and work schedule.

Employees who are required to appear as a witness in a legal proceeding should notify their supervisor as soon as possible.

47G will provide leave for witness duty when required by law. Employees may be asked to provide a subpoena, court order, or other documentation supporting the need for leave.

If the witness appearance is related to 47G business, employees should coordinate with authorized leadership before appearing or providing information, unless prohibited by law.

47G encourages employees to participate in the electoral process.

Employees should generally vote before or after work when polling hours and schedules allow. If an employee anticipates a scheduling conflict that prevents voting outside working hours, the employee should notify their supervisor in advance so a reasonable scheduling adjustment can be considered.

47G will comply with applicable voting leave laws.

Employees should provide advance notice for civic duty leave whenever possible.

Employees may be required to provide documentation such as a jury summons, subpoena, court notice, voting leave request, or other appropriate record.

Employees must not misuse civic duty leave or provide false information related to civic obligations.

47G respects the service of employees who serve in the uniformed services.

Employees serving in the uniformed services, including the Army, Navy, Marine Corps, Air Force, Space Force, Coast Guard, Public Health Service commissioned corps, National Guard, reserves, and any other service covered by applicable law, may take military leave as needed to fulfill service obligations.

Military leave may be paid or unpaid depending on applicable law, company policy, and the circumstances of the leave.

47G complies with applicable military leave and reemployment laws, including protections for eligible employees returning from covered military service.

Employees returning from military leave may have rights to reinstatement, continuation of benefits, seniority protections, and freedom from discrimination or retaliation based on military service.

Employees should contact Human Resources or authorized leadership before and after military leave so 47G can coordinate benefits, payroll, leave status, and return-to-work expectations.

Employees should provide advance written or verbal notice of military service unless military necessity, impossibility, or other legally recognized circumstances prevent notice.

47G may request documentation of military service or return from service when permitted by law.

Employees are encouraged to provide notice as far in advance as reasonably possible so the organization can plan coverage and support continuity.

47G will comply with the Family and Medical Leave Act, or FMLA, if and when it applies to the organization and the employee.

FMLA eligibility depends on organizational coverage, employee tenure, hours worked, location, and qualifying reason for leave. Eligible employees may be entitled to protected leave for qualifying family and medical reasons, including the employee’s serious health condition, care for certain family members with a serious health condition, birth or placement of a child, qualifying military exigency, or military caregiver leave.

Employees who believe they may need family or medical leave should contact Human Resources or authorized leadership as early as possible.

47G supports employees who are welcoming a child through birth, adoption, or foster placement.

Parental leave may be provided through applicable PTO, family and medical leave, disability-related leave, unpaid leave, or another approved arrangement, depending on the employee’s eligibility, circumstances, and applicable law.

Employees planning parental leave should notify their supervisor and Human Resources or authorized leadership as early as possible so work coverage, benefits, payroll, and return-to-work planning can be addressed responsibly.

Employees may request leave related to the birth, adoption, or foster placement of a child.

Leave may be used for medical recovery, bonding, placement-related responsibilities, court or agency appointments, travel, family adjustment, or other approved purposes connected to the birth, adoption, or foster placement.

47G will review requests in accordance with applicable law, benefit plan terms, PTO policy, disability accommodation obligations, and organizational needs.

Intermittent leave may be available when required by law or approved by 47G.

Intermittent leave may involve taking leave in separate blocks of time or working a reduced schedule due to a qualifying medical, family, parental, military, or disability-related reason.

Employees requesting intermittent leave must follow notice, documentation, scheduling, and reporting requirements. Employees should make reasonable efforts to schedule foreseeable intermittent leave in a way that does not unduly disrupt operations.

The effect of leave on pay and benefits depends on the type of leave, employee classification, applicable law, benefit plan terms, and 47G policy.

Some leave may be paid through PTO, disability benefits, parental leave, workers’ compensation, or another approved benefit. Other leave may be unpaid unless otherwise required by law or provided in writing.

Employees are responsible for paying any required employee portion of benefit premiums during leave, unless otherwise required by law or approved by 47G. Failure to make required payments may affect benefit continuation.

Employees returning from family, medical, or parental leave should communicate with their supervisor and Human Resources or authorized leadership before their expected return date.

47G may require return-to-work documentation when permitted by law, particularly when leave is related to the employee’s own medical condition or when safety, essential job functions, or work restrictions must be evaluated.

Employees are expected to return on the approved date unless additional leave, accommodation, or schedule adjustment is requested and approved.

47G will comply with applicable laws concerning pregnancy, childbirth, related medical conditions, and pregnancy-related accommodations.

Employees who need leave due to pregnancy, childbirth, recovery, prenatal care, pregnancy-related complications, or related medical conditions should notify Human Resources or authorized leadership as early as possible.

Pregnancy-related leave may be handled through PTO, disability-related leave, family and medical leave, unpaid leave, or another legally required or approved arrangement.

47G prohibits discrimination or retaliation against employees because of pregnancy, childbirth, related medical conditions, or requests for pregnancy-related accommodation.

47G will provide reasonable break time for employees to express breast milk as required by applicable law.

47G will provide a place, other than a bathroom, that is shielded from view and free from intrusion by coworkers and the public for employees to express breast milk.

Employees who need lactation breaks or space should notify Human Resources, their supervisor, or authorized leadership so an appropriate arrangement can be made. 47G will handle such requests with discretion and respect.

A leave of absence may be a reasonable accommodation for a qualified employee with a disability when required by law and when it does not create an undue hardship.

Employees who need disability-related leave should notify Human Resources or authorized leadership. 47G will engage in an interactive process to evaluate the request, essential job functions, expected duration, available accommodations, and operational impact.

Disability-related leave may run concurrently with other leave when permitted by law.

47G will provide reasonable accommodations for pregnancy, childbirth, related medical conditions, disabilities, and other protected conditions when required by law.

Reasonable accommodations may include schedule adjustments, modified duties, remote work when appropriate, additional breaks, workspace changes, leave, equipment, or other measures depending on the circumstances.

Employees are expected to participate in the accommodation process in good faith and provide documentation when permitted by law and necessary to evaluate the request.

47G may approve personal leave for reasons not covered by another leave policy when the leave is consistent with business needs and approved by authorized leadership.

Personal leave may be used for significant personal matters, family needs, education, relocation, extended travel, or other circumstances reviewed on a case-by-case basis.

Personal leave is not guaranteed unless required by law or approved in writing.

Extended leave may be considered when an employee needs time away beyond available or approved PTO, protected leave, or other leave benefits.

Approval depends on the reason for leave, expected duration, role responsibilities, coverage needs, performance history, legal requirements, and organizational impact.

Extended leave may be unpaid unless otherwise required by law or approved in writing.

Employees requesting personal or unpaid leave must submit the request to their supervisor and Human Resources or authorized leadership.

The request should include the reason for leave, requested start date, expected return date, effect on work responsibilities, and any supporting documentation requested by 47G.

47G may approve, deny, modify, or extend leave based on the circumstances and applicable law. Approval must be documented in writing.

The effect of personal or unpaid leave on benefits depends on the length of leave, benefit plan terms, applicable law, and 47G policy.

Employees may be responsible for paying employee benefit premiums during unpaid leave. Failure to pay required premiums may result in loss of coverage, subject to applicable law and plan terms.

Employees should discuss benefit implications with Human Resources or the designated benefits administrator before beginning unpaid or extended leave when possible.

47G may modify operations, close offices, cancel events, delay opening, require remote work, or adjust schedules due to severe weather, natural disaster, public safety concerns, facility issues, public health emergencies, transportation disruptions, or other emergency circumstances.

Employee safety is an operational priority. Employees should use good judgment and avoid unnecessary risk when travel conditions are unsafe.

Employees should notify their supervisor as soon as possible if severe weather or emergency conditions affect their ability to work, travel, attend an event, or report to a work location.

When offices are closed or travel is unsafe, employees may be expected to work remotely if their role, equipment, connectivity, and circumstances allow.

Remote work during a closure must be performed with the same professionalism, confidentiality, responsiveness, and accountability expected during normal operations.

Employees who cannot work remotely due to power loss, internet outage, caregiving needs, emergency conditions, or other circumstances should notify their supervisor promptly.

Pay during severe weather or emergency closures depends on employee classification, hours worked, applicable law, remote work availability, PTO use, and 47G policy.

Non-exempt employees will be paid for all hours actually worked, including approved remote work. Exempt employees will be paid in accordance with applicable salary basis rules.

47G may require or allow use of PTO during closures when permitted by law and appropriate under the circumstances.

47G will communicate closure, delayed opening, remote work, event cancellation, or emergency instructions through appropriate channels.

Notification may occur through email, text message, phone call, calendar update, internal communication platform, supervisor outreach, or another method designated by 47G.

Employees are responsible for monitoring communication channels during severe weather or emergency conditions and responding promptly when requested.