Personal Time Off (PTO)

Avast Group

Version / Effective date: Version 1.0 / January 1, 2021

Reviewed date: December 4, 2020
Owner: People & Culture

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 Table of contents
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1. Eligibility 3
2. Purpose and scope 3
3. Detail of the policy 3
4. Detail of the procedure 4
5. Roles and responsibilities 5
6. Related documents 6
7. Additional information and assistance 6
8. Exceptions 6
Appendices 7
Appendix 1: Local Specifics 7

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1. Eligibility
Our Personal Time Off (PTO) policy sets out the guidelines relating to additional paid
time off. PTO is not a standard vacation but represents a free day off that employees
can take to relax, make personal arrangements or if they simply do not feel well while
still being paid a base salary.

To be eligible for unlimited PTO, you must be an Avast employee (full-time or part-time
with fixed workload). Business contractors, consultants and agency subcontractors
(unless the local legislation says differently) are not eligible for unlimited PTO under this
policy. You must also have an active employment status, meaning that you are not on
any other absence such as maternity or paternity leave, and similar.

The eligibility to take unlimited PTO begins on day one of employment and ends upon
separation. All vacation days, as per the local policies, handbooks or individual
employment contracts, must be used first before employees can use the extra paid time
off as per this unlimited PTO policy.

US Employees are eligible according to the ​US Unlimited PTO Policy​.

2. Purpose and scope

We ask everyone at Avast to give their best, and in return, we continuously look for
ways to provide the utmost support. When it comes to time off, our philosophy is to
empower employees to support each other and live well-balanced lives. To that end, we
have adopted a new, unlimited PTO policy.

The PTO policy does not interfere with the established leave policies, such as, but not
limited to, vacation, sick leave, maternity, paternity and adoption leave, disability leave,
maternity, family and medical leave.

3. Detail of the policy

As we launch this new approach to PTO, we want to ensure that there is a level of
transparency that allows the teams and departments to manage their performance and
time off without compromising company performance. For that reason, all employees
are required to plan their personal time off with their managers and team and track their
time off in Workday – the global HR Information System system used at Avast.

Approvals shall be granted via approval flow set up in Workday. Employees can input
one day of PTO at time without any approval needed. Team members are encouraged

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to plan their vacations early so that the teams can be staffed appropriately, ensuring
uninterrupted business operation.

If employee’s performance declines significantly due to abuse of this policy or for other
legitimate business reasons, Avast reserves the right to take action as appropriate.

Employees do not “accrue” paid time off days under the new PTO policy, and therefore
will not receive compensation for unused PTO upon leaving Avast for any reason.
Employees can only request unlimited PTO once they have used their regular ​statutory 
(provided  by  local  Labor  Codes)  or  contractual  vacation  days  where  applicable.  It  is 
impossible to transfer PTO from one year to the next.

4. Detail of the procedure

FOR EMPLOYEES

You are obliged to:

● Communicate and collaborate with your Line Manager and the team to ensure
everyone takes time off without disruption;
● Delegate, postpone or otherwise manage projects that will be affected by your
time off;
● Notify your Line Manager as soon as possible or with a minimum two-weeks’
notice for PTO requests for two to five (2 -5) business days;
● Notify your Line Manager as soon as possible or with a minimum one-month’
notice for PTO requests for six to ten (6 - 10) business days;
● To ensure uninterrupted business operation, it is advised to keep requests for
PTO within ten (10) consecutive business days at a time;
● Submit your PTO request as soon as possible into the Workday system and
obtain approval from your Line Manager,
● Avoid abusing the policy by taking time off that negatively impacts your
performance or the performance of the team.

FOR LINE MANAGERS

You are obliged to:

● Respond (approve or reject) to 2 days and more PTO requests submitted via
Workday in a timely manner.
● Ensure that all your team members request PTO by submitting requests via
Workday.
● Ensure fair and balanced use of PTO is applied toward all team members.

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You may reject a request if:

● Other team members with similar or complementary duties have already asked
for leave during the same time;
● The period in question is too busy or includes an important deadline;
● There is a legitimate concern that an employee is abusing the policy.

The following are NOT reasons Line Managers may reject a request:

● To discipline employees (other than for abusing the policy);

● To force employees to fulfill duties that are not urgent;
● To approve leave for another employee who made a later request.

FINAL REMARKS

Neither of the lists above are exhaustive, and everyone should use common sense and
adhere to Company policies when requesting/approving PTO.

The Company reserves the right to change, amend, modify, continue or terminate all or
any parts of this policy at any time.

The Company reserves the right to review employee’s use of this policy and / or
consider disciplinary actions in case of abuse of this policy.

This policy supersedes all previous company’s PTO policies.

5. Roles and responsibilities

Roles and responsibilities

Line Manager To enable Avastians to be measured on the outcomes they delivered rather
than the time they spend working, managers should ensure clear roles,
responsibilities & performance goals are in place for all team members
Be prepared to manage team members in a working model where the
company is offering increased flexibility via unlimited PTO, as a part of its
Employee Value Proposition.
Work with individuals and team members to accommodate PTO requests
wherever possible
Provide feedback to team members when their performance outcomes or
deliverables are off track, enabling them to adjust their ways of working
where appropriate
Openness and trust are essential to the success of the unlimited Personal
Time Off - this works both ways between the line manager and individual

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 Ensure that every member of the team takes their regular vacation day
entitlement within any given year as accrued but untaken vacation days will
not be carried over into the following year.

Employee Ensure you are clear on your role, responsibilities and performance goals so
you can be measured on your performance outcomes and deliverables
rather than the time you spend working.
Ensure your line manager and co-workers are aware of your personal time
off plans, checking in with them before any personal arrangements are made
to ensure there is no adverse impact on the team or the business
Letting others know when you’re planning to be off helps us all work more
effectively, and helps to build relationships
Request PTO via Workday
Ensure your paid time off utilization doesn't impact on the delivery of your
personal goals
Recognise that flexibility works both ways - on occasion, your role may
require you to work additional or set hours, in order to get the job done.
Openness and trust are essential to the success of the unlimited Personal
Time Off - this works both ways between the line manager and individual
Ensure using your statutory and contractual vacation day entitlement within
any given year as accrued but untaken vacation days will not be carried over
into the following year.

6. Related documents
● Everyday Flexibility policy
● Work from Anywhere (WFA) policy
● Performance Management Guidance

7. Additional information and assistance

Where you feel you need additional support to discuss the PTO guidelines or requests
beyond your line manager, please speak to your People Partner.

8. Exceptions
Some of our roles entail tasks that require permanent or semi-permanent presence in
the office at defined times, such as server maintenance or preparation of equipment in
IT and coordination of shipments or office maintenance in Facilities. These roles, by
nature, require a more detailed planning around PTO. Please refer to your manager for
guidance.

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Appendices!
Appendix 1: ​Local specifics

This global policy is designed as an overarching framework. Please also note the
importance to comply with the local specific labor laws, policies and procedures as
applicable, as well as any other contractual arrangements as per employment
agreements.

Handbooks

Czech Republic
Employee Handbook CZ on CML

Other leaves of absence in CZ

Slovakia
Employee Handbook Slovakia on CML
United States
Employee Handbook US on CML

US Unlimited PTO Policy

England
Employee Handbook UK on CML

Employee Handbook Serbia on CML

Serbia
Employee Handbook NL on CML
Netherlands

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