Here’s a quick summary of how your vacation and other time off benefits are affected when you leave Hewlett Packard Enterprise.
Vacation and Vacation Buy Program
If you leave Hewlett Packard Enterprise for any reason, either voluntary or involuntary, you will not receive pay in lieu of unused vacation. Unless you are an SCA-covered nonexempt employee or your primary work location is in one of the exception states of California, Illinois, Massachusetts, Montana, or Nebraska, all unused vacation will be forfeited at the time of your separation.
If you have used more vacation time than has been credited to you (including Vacation Buy time you have not yet paid for), the excess hours will be deducted from your final earnings statement where permitted by law. However, if you purchased time under the Vacation Buy Program, any time you have paid for but not used will be refunded to you, regardless of where you work.
If you are an SCA-covered nonexempt employee or your primary work location is in an exception state of California, Illinois, Massachusetts, Montana, or Nebraska, any unused earned vacation, including remaining Excess Flexible Time Off (FTO) banks, will be paid to you using your current hourly base pay rate. If you are a commissioned salesperson, your unused hours will also be paid using your current base pay rate, and you may qualify for incentive payments separately based on the terms of your incentive program. Upon termination, any hours/dollars paid to you are considered to be a bonus and are taxed at the bonus rate.
You cannot extend your termination date with unused vacation time unless you qualify as a Hewlett Packard Enterprise retiree.
Holidays and nonexempt PTO time
Unused floating holiday and Paid Time Off (PTO) time isn't eligible for payout, except if you are an SCA-covered nonexempt employee or where required by state law (currently limited to California, Illinois, Massachusetts, Montana, and Nebraska). If you've used PTO time that exceeds what has been credited to you, the amount of the excess hours will be deducted from your final earnings statement where permitted by law.
If you are an SCA-covered nonexempt employee or your primary work location is in California, Illinois, Massachusetts, Montana, or Nebraska, you'll receive payment for all unused floating holiday and credited PTO hours in your final earnings statement. Upon termination, these hours/dollars are considered to be a bonus to you and are taxed at the bonus rate.
Any credited but unused holiday bank hours for employees on an Alternate Work Schedule will be paid to you in your final earnings statement. Upon termination, these hours/dollars are considered to be a bonus to you and are taxed at the bonus rate. If you've used holiday bank hours that exceed what has been credited to you, the amount of the excess hours will be deducted from your final earnings statement where permitted by law.
You cannot extend your termination date with floating holidays or unused PTO time.