Exempt (salaried) employees are provided with flexible paid time off (PTO). This plan does not designate a set number of accrued vacation days and instead, provides flexibility to decide when and how much PTO to take each year (consistent with business needs). Absent extenuating circumstances, any single period of PTO may not exceed three (3) consecutive weeks.

Employees must request PTO in Workday and obtain their manager’s approval ahead of time (instruction PDF). Please keep your team informed and schedule PTO off as far in advance as possible to allow your team to put an appropriate coverage plan in place before this time off.

Exempt employees may take PTO for health and COVID-19 related reasons. Although this time off does not need to be approved in advance, employees should advise their manager in writing (e.g., via email) as soon as practicable of such an absence so coverage can be arranged. If an employee is absent for health-related reasons for more than five (5) consecutive workdays, the employee must notify the Benefits Team so that the Company can determine if the employee is eligible for a leave of absence and/or other benefits.

Exempt employees of UMG who have frozen vacation balances as of December 31, 2021, can convert their “frozen” balance on PTO Exchange. Vacation time under UMG’s flexible PTO plan are not eligible for exchange on the PTO Exchange platform.

For more information, view the Flexible PTO Policy and Flexible PTO FAQs.

All active regular, full-time, non-exempt (hourly) employees are eligible for vacation under this policy. These employees accrue vacation time per pay period based on years of service with UMG (see below). The vacation accrual is credited at the beginning of each pay period. Vacation time may be taken in hourly increments.

Employees must request PTO in Workday and obtain their manager’s approval ahead of time (instruction PDF). Please keep your team informed and schedule PTO off as far in advance as possible to allow your team to put an appropriate coverage plan in place before this time off.

PTO accrual rate:

• 0 to 4 years of service:
  • 15 days annualized vacation accrual rate
  • 62 hours per bi-weekly pay period
  • 30 days maximum (cap)
• 4+ years of service:
  • 20 days annualized vacation accrual rate
  • 15 hours per bi-weekly pay period
  • 40 days maximum (cap)

Because the Company encourages people to take time off, employees are not permitted to accrue vacation days more than the maximum (cap) amounts reflected above. After the cap is reached, vacation time will stop accruing until the balance is below the cap.

While on an approved leave of absence, these employees will continue to accrue vacation time for the first 30 days of the leave. Vacation accrual will stop after 30 days and will resume on the first full pay period after the employee returns from the leave, assuming the balance is below the cap.

Non-exempt employees may exchange accrued vacation time for eligible services under the PTO Exchange program—find more information on the PTO Exchange page.

Please note that vacation time may not be used during a notice period following resignation (unless pre-approved by your manager) and cannot be used to extend a termination date.

For more information, view the non-exempt vacation policy.

Personal Days

In addition to the regularly scheduled holidays, all active regular, full-time, non-union, non-exempt employees are eligible to take three (3) Personal Days to observe holidays of their own choice. Personal days must be taken in full day increments and do not carry over to the next year.

Employees will be eligible for their Personal Days based on their hire date as follows:

• Hired between January 1 and March 31: 3 personal days
• Hired between April 1 and June 30: 2 personal days
• Hired between July 1 and Sept. 30: 1 personal day
• Hired Oct 1 or later: No personal days until the following January 1

After the first year of eligible employment, personal days are granted on a calendar year basis. The maximum number of personal days is three (3) in any calendar year.

Should an employee terminate their employment with the Company or its affiliates, or there is a change in status where the employee is no longer eligible for Personal Days (e.g., changing from full time to part time status), they will be paid for any unused days, up to a maximum of three (3), at the final rate of pay in effect at the time of termination.

In addition to the regularly scheduled holidays, all active regular, full-time, non-union, non-exempt employees are eligible to take two (2) Personal Days to observe holidays of their own choice. Personal days must be taken in full day increments and do not carry over to the next year.

Capitol Christian Music Group (CCMG) employees will observe Good Friday as an additional holiday in lieu of one (1) of the three (3) Personal Days granted under UMG’s Personal Days policy.

Employees will be eligible for their Personal Days based on their date of hire as follows:

• Hired between January 1 and June 30: 2 personal days
• Hired after June 30: 1 personal day

After the first year of eligible employment, personal days are granted on a calendar year basis. The maximum number of personal days is two (2) in any calendar year.

Should an employee terminate their employment with the Company or its affiliates, or there is a change in status where the employee is no longer eligible for Personal Days (e.g., changing from full time to part time status), they will be paid for any unused days, up to a maximum of three (3), at the final rate of pay in effect at the time of termination.