Flexible PTO

Okta provides regular full-time employees with Flexible Paid Time Off (PTO) for many reasons, including: 

• Vacations
• Sick leave
• Bereavement
• Jury duty or witness summons

This does not apply to absences covered under other Okta policies, such as:

• Parental leave
• Medical leave
• Unpaid personal leave
• Statutory leave of absences 
• Military leave 
• All other leaves required by any applicable state or federal laws. 

These and other types of leave are described in the Okta Employee Handbook.

Okta employees also receive Paid Time Off (PTO) for preventive care or treatment of a health condition for yourself or an immediate family member, victim(s) of domestic violence, and any other reason required under federal, state or, local sick leave laws. 

An immediate family member includes:

• Child(ren)
• Parent
• Spouse or registered domestic partner
• Grandparent
• Grandchild(ren)
• Sibling(s)

Sick days and vacations are part of the flexible PTO benefit.

Full-time regular employees can use up to 10 days per year of flexible PTO for sick leave. 

If you’re absent for more than 3 days due to illness, Okta may require you to provide a note from your doctor allowing you to return to work. You can request a leave of absence for illnesses that last more than 10 days. Contact the Benefits Team at pops@okta.com about applying for Short-Term Disability.

PTO taken as sick leave can be taken with any other time off provided by Okta’s leave policies, state, local, or federal law for up to 10 days. 

As a rule, flexible PTO must be requested and approved in advance. However, we are aware that you don't always plan to be sick. Report all unplanned sick time to your manager as soon as possible. Once approved, enter the time-off request in Workday. 

To review Okta’s full sick leave policy, visit the Employee Handbook.
 

Okta understands the deep impact that the death of a loved one can have on an individual and family. That’s why we provide paid bereavement leave.

Immediate family members include:

• Parent/step parent
• Spouse or domestic partner
• Child(ren)
• Sibling
• Grandparent/step grandparent
• Grandchild/step grandchild
• Parent-in-law/step parent-in-law

If you need additional time off, talk to your manager about taking unpaid personal leave. 

Review Okta’s Unpaid Personal Leave for eligibility and request requirements.

If you’re summoned to report for jury duty or to serve as a witness in a judicial proceeding, you’ll receive a paid leave of absence for up to 10 days. As soon as you receive the summons:

• Notify your manager.
• Provide a copy of the summons or notification. 

If you exhaust your 10 days of paid leave, continued jury duty or service as a witness can be taken as an unpaid leave of absence. Keep your manager and the benefits team advised of your status.

If your absence from work would create a hardship for the company, Okta may request that you be excused from jury duty or that your service be postponed. The court will make the final determination.
 

1. Discuss the dates with your manager.
2. Submit your request in Workday.
3. Once approved by a manager in Workday, add the time off to your work calendar.

You must request flexible PTO in advance.

• You’re expected to consider your professional obligations and responsibilities to Okta and talk to your manager before requesting time off.
• Your manager does not have to approve your time off request if it doesn't comply with this request process. 
• An unexcused absence may result in you not being paid for the time. You may also be subject to disciplinary action.
• After three days of absence without approval or communication, Okta may determine that you’ve resigned your position. 

NOTE: Your manager will approve reasonable PTO requests based on your productivity and efficiency, the progress you have made toward your goals, the status of your projects, and fairness to your coworkers.

Okta reserves the right to deny flexible PTO requests at its sole discretion.

Because time off under the flexible PTO policy is not earned and does not accrue, time off is not paid upon when you end your employment with Okta.

2 weeks out:

• Send a calendar invite free event to your manager and key counterparts titled with your “[First Name] PTO” for any days you will be out. Pro-tip: Be sure to mark the event as “free” vs. “busy” or else you risk blocking out others’ calendars.
• Block out your Office365 calendar as “away” in purple during the days you are out. 

1 week out:

• Depending on the length of your vacation, send a note to your key stakeholders at least one week before your PTO to let them know the duration of your vacation and who they can go to in your absence. 
• Consider adding a PTO alert to your email signature in Office365 to give teammates a heads up on your schedule. 

3-4 days out:

• Share your needs for coverage with your colleague and/or manager. Walkthrough the documentation to answer questions.
• Notify anyone who has a meeting on your calendar that you will not be in the office so they can move the meeting if needed.
• Notify anyone outside of your team that you work with closely, or are working with on current projects, that you’ll be out and who your coverage is for any questions.

1 day out:

• Make sure you have an out of office automatic reply set up on your Gmail account. Include details on who people can reach out to when you are out of the office.
• Set your Slack status to vacation/PTO.