FAQs and Resources

Below you’ll find a selection of questions and answers about your PTO. You can download the FAQs plus additional resources using the links listed under Documents.

Salaried PTO

What if I need extended time off to care for a family member?

We understand there may be times when two weeks of paid leave is not enough time off to care for a family member. In those cases, salaried associates will have the option, while on an approved leave of absence, to use their PTO to continue getting paid. There may be unpaid options available, too. Working with Sedgwick’s leave specialists can help you make the most of your leave options.

Do I need to request a leave of absence if I’m going to be off work for my own medical condition?

Yes. If you are absent from work for more than three days, you will need to request a leave of absence and short term disability benefits if you are out more than 7 days. You may use PTO for the number of days you were scheduled during the seven-day waiting period before disability benefits begin if you wish to be paid during this time. Sedgwick leave specialists will help guide you through the leave of absence process.

What happens to my unused PTO at the end of the plan year?

If you’re a facility-level salaried associate, any unused PTO you have at the end of the plan year will carry over to the next plan year. However, if you carry over more than five days, your annual grant for the next year may be affected. Specific policies and rules apply in some states and cities; see the PTO Salaried Associate policy for more information.

What happens to my PTO when I leave Walmart?

If you’re a facility-level salaried associate and have been with Walmart for at least a year, you will be paid out up to five days of accrued and unused PTO upon termination. To determine how much of your grant has accrued, please consult the PTO Salaried Associate Policy. Specific policies and rules apply in some states and cities; see the PTO Salaried Associate Policy for more information.

If I change from a 3-day to a 5-day work schedule, will my PTO change too?

If you’re a facility-level salaried associate, yes. If your workday schedule changes, then your PTO will be modified to match it. Please see the PTO Salaried Associate Policy for details on how PTO varies by schedule.

If I have to postpone my paid time off into the next PTO plan year due to a business-critical situation, will I be able to carry over additional PTO? Will this impact my new PTO?

If you’ve had to postpone your PTO at the request of your manager due to a business-critical situation, then your PTO will carry over into the new plan year and will not impact your new PTO.

Flexible Time Off (FlexTO)

What is FlexTO?

The Flexible Time Off (FlexTO) plan provides associates with the flexibility to take time off as needed in order to integrate work and life while managing their time and work responsibilities. With FlexTO, there are no minimums, maximums or set balances of time off available for associates to use in a given year. Supervising managers will continue to review and approve time off requests based on business needs.

Who is eligible for FlexTO?

Salaried campus associates (above facility level) are eligible for FlexTO.

Are there any limits to how much time off associates can take at a time with FlexTO? Could an associate take two weeks off in a row, for example?

Associates can take more than one week at a time, just like they do now, as long as their manager approves and they are meeting their business goals. Managers should consider the work that needs to be done and whether there is sufficient coverage when deciding whether to approve longer stretches of PTO.

For more information or help: