We believe in balance. We believe in working smart. And most importantly, we believe in YOU. Understanding that life is filled with unexpected twists and turns, we’ve crafted the Flexible Paid Time Off (FPTO) policy to support you as you juggle between work and life.

Who Benefits?

If you’re a full-time salaried (exempt level) member of the DISA family, residing in the U.S. and have joined us before September 1, 2023, this is for you! Alas, our part-time, hourly, and non-exempt colleagues or those based outside the U.S. are under different arrangements.

The Beauty of FPTO:

You know how most places have you clock in hours and track your leave? We're different. Here, there's no cap on FPTO. Whether it's for a doctor's appointment, a sudden HVAC breakdown, or just some "me time", you decide when you need a break and how long you need it. Our trust is in you to balance personal needs with organizational requirements.

Making It Work:

Taking FPTO is a breeze:

• You can apply for FPTO for vacations, personal breaks, health-related matters (up to 5 business days), and even short errands or a sudden school emergency.
• Plan ahead when you can. For scheduled breaks, let us know at least ten business days in advance.
• Life's unpredictable, right? For unplanned moments, notify your manager before your shift starts.
• And if an emergency ties you down, reach out to your supervisor ASAP.
• We’re moving to the digital age! Log your requests and approvals through our HR system. And yes, you can even request time as short as 15 minutes.
• Sometimes, we'll need a bit of paperwork. Like for medical appointments, or long illnesses, or hospitalizations. But this is just to ensure everything's in order.

But Wait!

There are certain times when FPTO isn’t the way to go:

• When DISA's facility is temporarily closed.
• Emergencies making it unsafe for you to work.
• Special occasions like voting, jury duty, community volunteering, or military service.
• Significant life events like the birth or adoption of a child, or the loss of a loved one.
• For these, we have other provisions. Reach out to your HR Business Partner for guidance.

Parting Ways with DISA:

Though we hope our journey together is long, if you ever decide to leave DISA, remember FPTO doesn't convert to cash.

A Gentle Reminder:

Misusing FPTO? That's not the DISA way. We’ll have to treat such incidents seriously, which might even include disciplinary actions or legal measures.

Questions on Your Mind?

Your HR Business Partner is here for you. Just give them a shout.