How Time Off Works at UHP

Paid time off is a benefit for full-time hourly team members who consistently work a full-time schedule.

• Full-time hourly team members averaging 32+ hours per week are eligible.
• You receive 40 hours of PTO after 12 consecutive months of employment.
• Unused PTO does not carry over to the next year — plan to use your balance before it resets.

UHP uses a formal request process so managers can staff shifts and avoid surprises on the schedule.

1. Fill out a Leave Request on Adams Keegan Efficenter Portal
2. Submit the form as early as possible — at least one month in advance for PTO when you can, and at least two weeks for other planned absences.
3. Your manager reviews the request based on business needs. Approval is not automatic; peak periods, events, and existing coverage all factor in.
4. Once approved, confirm your schedule reflects the time off and coordinate any shift swaps or coverage with your team if your manager asks you to.

Life happens. When you cannot make a scheduled shift, how you communicate matters as much as the absence itself.

• Call your supervisor, manager, GM, or owner at least two hours before a missed or late shift.
• Do not simply fail to show up. Two consecutive shifts without calling or reporting is treated as a voluntary resignation.
• For medical leave, a doctor’s release is required before you return to work.
• If you do not return at the end of an approved leave without satisfactory notice, that may be considered job abandonment.

For longer situations — such as a serious health condition, caring for an immediate family member, or birth or adoption — the handbook provides for unpaid Family and Medical Leave when eligibility requirements are met.

• You must be employed 12+ months and have worked at least 1,250 hours in the prior 12 months.
• Eligible team members may be granted up to 12 work weeks of unpaid leave in a 12-month period.
• Give reasonable prior notice when possible and work with your manager on timing and return-to-work documentation.

Extended leave is different from a few PTO days. Start the conversation with your GM or managing partner early so paperwork, coverage, and your return date are handled correctly.

Hospitality does not always pause for holidays. You may be scheduled to work on days when other businesses are closed.

UHP currently closes on: New Year’s Day, Memorial Day, 4th of July, Labor Day, Thanksgiving Day, morning only after Thanksgiving, Christmas Eve, Christmas Day, and morning only after Christmas. Outside those closures, assume you may be scheduled unless your approved time off says otherwise.

Example 1 — Maria takes a long weekend with PTO

Maria is a full-time server who hit her one-year anniversary in March. She has 40 hours of PTO available and wants Friday through Sunday off in June for a family trip — three shifts, roughly 24 hours of PTO.

1. In early May, Maria submits a Team Member Leave Request form to her GM — more than a month ahead, as the handbook recommends.
2. Her manager checks the reservation book and existing coverage. The weekend is busy but manageable with one server swap Maria helped arrange.
3. The GM approves the request. Maria’s PTO balance drops by the hours she is out, and she is not scheduled those three days.

Example 2 — James requests a week off near year-end

James is full-time and has 16 hours of PTO left in December. He asks for five days off during the holiday rush.

1. James submits his form, but the week he chose is one of the restaurant’s highest-volume periods.
2. His manager can only approve three of the five days without leaving the floor understaffed.
3. James uses his remaining 16 hours for the approved days. The other two days are unpaid time away if he still chooses not to work — or he adjusts his dates to a slower week after talking with his GM.

This shows both sides of the policy: you earn PTO, but approval still depends on business needs. Unused PTO also does not carry over, so James has an incentive to use what he has before the year ends.

Example 3 — Alex wakes up sick before a dinner shift

Alex is scheduled for a 4:00 p.m. server shift but wakes up with a fever at 11:00 a.m.

1. Alex calls the manager on duty well before the two-hour minimum — giving the team most of the afternoon to adjust the floor plan or call in coverage.
2. Because the absence was not pre-approved PTO, the shift is typically unpaid unless Alex’s manager applies available PTO at their discretion.
3. Before returning, Alex follows any medical guidance and, if the absence extends into medical leave, provides a doctor’s release as required by the planned-absence policy.

The key difference between this and a no-call, no-show: Alex called. The team could react. Guests still received service.

Example 4 — Priya plans surgery and needs several weeks away

Priya has worked full-time at UHP for two years. She needs surgery and expects to be away for six weeks.

1. Priya talks with her GM as soon as she knows the surgery date. She has well over 1,250 hours in the past 12 months, so she may qualify for unpaid Family and Medical Leave.
2. She completes the Employee Leave Request form and provides documentation her manager needs for the leave period.
3. Her position is held for up to the eligible leave window. When she is cleared to return, she brings a doctor’s release before her first shift back.

This is not a PTO situation — it is extended, job-protected unpaid leave under a separate handbook policy. Starting early keeps Priya, her manager, and the team aligned on coverage and her return.

Time off does not mean you cannot enjoy the restaurants you help run. Hourly team members receive a 30% discount on menu items for up to four guests dining with you on your day off — food and alcohol included. Off-duty hourly team members may not sit at the bar top; use guest seating in the dining room or bar tables.

• Employee Handbook — Benefits: Paid Time Off (PTO), Holidays, Family and Medical Leave
• Employee Handbook — Attendance, Tardiness & Resignation: Work Absence, Planned Absence, No Call No Show
• How does Clocking In/Out work? — accurate punches matter even when you return from leave