A non-clinic day is a workday without patients — you're paid as normal, reachable, and handling documentation, KIMEU, and team communication as needed. A PTO day is a day you don't work — fully offline, and nobody expects to reach you.

No patients ≠ no work. Offline = PTO.

No. Visit count is a performance metric — it's one part of your role, not the end of your workday. Your salary covers the whole role: patient care, documentation, KIMEU, and professional availability across every paid workday. If you want a remaining day fully off, that's a PTO day.

No. KIME never charges salary or PTO for partial days. If you worked part of the day, it's a workday — full stop. PTO only applies to full-day absences.

At 1.0 FTE, your schedule choice is 3, 4, or 5 in-clinic days — which means at most two non-clinic workdays per week. At 0.8 FTE it's 3 or 4 in-clinic days within your four-day workweek, so at most one.

The flexibility runs 3 to 5 — not lower.

No — two non-clinic days is the most a full-time schedule offers. A week of 2 clinic days works only one way: 2 in-clinic + 2 non-clinic + 1 PTO day. The fifth day away has to be paid for by your PTO bank, same as always.

No. Non-clinic workdays exist within an active clinical week — they support the patient care happening around them. A week with no clinic days is a vacation week and requires PTO for all paid workdays.

The exception: a genuine work week away from the clinic — a continuing-ed course, team testings, an assigned project — approved by your Regional Director in advance. The advance conversation is what separates "working differently this week" from "vacationing with email."

No. Professional availability itself fulfills the workday. You're not required to manufacture busywork or sit at a desk to prove presence — being reachable and present as a licensed professional is the job on that day. And if you'd rather be fully offline, that's exactly what PTO is for.

It works both directions, honestly. One answered message doesn't turn a day at the lake into a workday — if you were fully offline except for a single touch, that's a PTO day. But if real work happened — calls, a string of emails, an hour with leadership — that day became a workday, even if you'd planned it as PTO. Let your RD know so the day is recorded as what it actually was.

Yes — that's a distribution choice you're free to make, and since partial days are never charged, shifting hours around the week costs you nothing. Two things to know: Saturday never banks credit against a weekday (a fully-offline Tuesday is still a PTO day no matter what you worked Saturday), and Saturday visits count toward your monthly totals — so they count toward gainshare. Planning regular Saturdays? Clear building access and coverage with your RD first.

No substitute day — the holiday simply reduces the workdays in that week, and your base visits for the month adjust down with it. That's true whichever day the holiday lands on.

The base doesn't automatically change — base visits are set by workdays in the month, and only paid holidays reduce them. But approved PTO is always reviewed as context when performance is evaluated. Nobody is penalized for using vacation; we just don't rewrite the formula for it.

No. Your base salary is fixed, predetermined, and protected by federal and California law — it is not contingent on visit count. Visits above your monthly base earn gainshare; visits below it are a performance conversation, never a pay deduction. Two separate systems.

Submit in ADP with enough lead time for manager review, and wait for written approval before committing money to travel. Scheduling limits: 6 vacation days max per calendar month, 6 consecutive days max — and once per rolling 12 months, you can take a vacation of 6 or more consecutive business days.

Take a Friday: two full weekends bookend your week away, giving you up to 10 consecutive days off using 6 PTO days. Planning around paid holidays stretches it further — a holiday week means fewer PTO days for the same time away.

Your Regional Director first — especially for anything touching your schedule. Talent & Culture is always available at HR@kimeperformance.com. We'd rather answer a question than untangle a misunderstanding.