TIME OFF & BENEFITS
Holidays
We know you’re always striving to be at the top of your game. The only way to maintain that exceptional performance level is to occasionally take breaks from work and devote some time to fun, friends, and family. Our generous Time Off policies give you the chance to relax, rejuvenate, or tend to personal matters.
As of November 2019, we will observe the following eight standard holidays and three floating holidays each year:
New Year’s Day
Martin Luther King Jr. Day (3rd Monday in January - offered as a floating holiday)
Presidents’ Day (3rd Monday in February)
Memorial Day (Last Monday in May)
Independence Day (4th of July)
Labor Day (1st Monday in September)
Columbus Day (2nd Monday in October - offered as a floating holiday)
Veterans Day (November 11 - offered as a floating holiday)
Thanksgiving (4th Thursday in November)
Day After Thanksgiving
Christmas Day
Standard Holiday Details
If one of the above holidays falls on Saturday, it normally will be observed on the preceding Friday. If one of the above holidays falls on Sunday, it normally will be observed on the following Monday.
Full-time and part-time, regular employees are eligible for paid holidays after completing their introductory period.
Part-time, regular employees are eligible for holiday pay in proportion to the number of hours they normally would be scheduled to work.
You must work your scheduled workday before and after the holiday in order to be paid for the holiday, unless you are absent with prior permission from your supervisor.
You will not be eligible for holidays while you are on a leave of absence or receiving any disability compensation, such as State Disability Insurance or Workers' Compensation Insurance.
Floating Holiday Details
Floating holiday time off must be requested and approved by your supervisor.
Floating holiday time off cannot be taken in conjunction with vacation or other holidays.
Floating holidays will be valid for one year from the origination date and will not rollover past one year.
If your employment is terminated, you will not be paid for your unused floating holidays.
Although the company will make reasonable efforts to accommodate your request in the scheduling of floating holidays, all floater holidays will be scheduled subject to Company needs.
Vacation
Full-time and part-time, regular employees are eligible to accrue paid vacation time off as follows:
End of 1st year: 40 hours
2nd year through 5th year: 80 hours per year
6th year through 15th year: 120 hours per year
16th year and thereafter: 160 hours per year
+ Eligibility Details
Part-time, regular employees are eligible for vacation pay in proportion to the number of hours they would have been scheduled to work. Employees on unpaid leave and seasonal employees do not accrue paid vacation time. Full-time and part-time, regular employees do not accrue vacation time during the first three months of employment. No vacation time may be taken until after completion of the first year of employment.
+ Calculation Details
Vacation is calculated according to your anniversary date. After completion of the initial three months of continuous employment, full-time and part-time, regular employees begin to accrue vacation time at the rate of .0256 hours per straight time hour worked. An employee who is scheduled to and does work 40 hours per week will normally accrue 40 hours of vacation in the nine months of continuous employment after the introductory period. In the second, third, fourth and fifth years of continuous employment, full-time and part-time, regular employees will accrue vacation time at the rate of .0385 hours per straight hour worked. An employee who is scheduled to and does work 40 hours per week will normally accrue 80 hours vacation time in the second, third, fourth, and fifth years of employment.
In the sixth through 15th year of continuous employment, full-time and part-time, regular employees begin to accrue vacation time at the rate of .0574 hours per straight-time hour worked. An employee who is scheduled to and does work an average of 40 hours per week will normally accrue 120 hours of vacation in the sixth through 15th year of employment.
+ Vacation Requests & Other Details
We encourage our employees to take vacation on an annual basis. Vacation time must be taken within the year following accrual. If you do not use your vacation time during the year, the Company will pay you on your anniversary date for the days not taken, It is your responsibility to keep track of your accrued vacation time.
Vacation requests are approved on a first-come, first-served basis and in accordance with company work requirements. Try to avoid requesting the same time off that has already been approved for another employee (especially in your section/department). Request your vacation time as early as possible; if your vacation request is in excess of two days, it should be submitted in writing at least 30 days in advance. All requests must indicate the current amount of vacation you have accrued in the left side on the request form. Your supervisor must approve your vacation schedule in advance.
When on vacation or away from the workplace, please give the receptionist (Paula), the name of the coworker who will be handling your desk and/or accounts. Employees are responsible for ensuring that they get any meeting information if they are absent.
Eligible employees will be paid for any earned but unused vacation time upon termination.
Paid Time Off
Our paid time off policy provides full-time and part-time, regular employees with paid personal/sick days each year. Eligible employees qualify for this plan after completing their 90-day introductory period.
Each eligible employee is allocated up to 5 days or 40 hours of paid personal/sick time starting in January, each year.
Personal/sick days may not be carried over to the following year nor will employees be paid in lieu of using the days.
Eligible employees will not be paid for any earned but unused personal/sick days upon termination.
Jury Duty
Full-time non-exempt and part-time regular employees who are summoned for jury duty will be granted an unpaid leave in order to serve. Exempt employees who are summoned for jury duty will be paid their full weekly salary unless the jury service prevents the exempt employee from performing their work for a full week. Please make arrangements with your supervisor as soon as you receive your jury summons.
Bereavement
Full-time and part-time, regular employees will receive a paid leave of three days for the death of an immediate family member. Members of the immediate family include spouses, parents, brothers, sisters, children, grandparents and parents-in-law.
Full-time and part-time, regular employees will receive one paid day to attend the funeral of aunts, uncles, nieces and nephews.
Part-time, regular employees receive bereavement pay in proportion to the number of hours they are normally scheduled to work.
Leave Of Absence
Under special circumstances, an employee with one year or more of employment may be granted a leave of absence without pay. The granting of this type of leave is normally for compelling reasons and is dependent on the written approval of the Company Vice President.
Leaves may not exceed 30 days during which time no benefits will accrue. Leaves of absence are granted only after earned vacation time is exhausted.
We will make reasonable efforts to return you to the same or similar job as prior to the leave of absence, subject to our staffing and business requirements.
Health Insurance
Eligible employees may participate in our group medical insurance plan, which is presently available through Anthem Blue Cross. Full-time and part-time, regular employees may enroll in either a single or a family contract, after completing their introductory period. Information and enrollment forms may be obtained from your Supervisor. The Company will pay 75% of the employee’s plan and 50% of any dependent’s coverage. You, the employee are responsible to pay the difference through payroll deduction.
If you wish to decline participating our group medical insurance plan, you must do so in writing. There is no monetary substitution for declining to participate.
Depending on the circumstances, if you leave our company, you have the option of continuing your coverage through our plan for a period of 18-36 months following termination. To continue on our plan, you would need to pay the premiums plus a small administrative charge in advance, each month. For more information on this, please discuss with your supervisor.
California State
Disability Insurance
All employees are eligible for a leave of absence and partial wage replacement due to a non-work related illness, injury or pregnancy, via California State Disability Insurance (SDI). This program is funded through employee payroll deductions and includes two benefits:
DISABILITY INSURANCE
Disability Insurance (DI) provides partial wage replacement benefits to eligible California workers who are unable to work due to a non-work-related injury or illness, either physical or mental, which prevents you from performing your regular and customary work. Disability also includes elective surgery, pregnancy, childbirth, or other related medical conditions.
PAID FAMILY LEAVE
Paid Family Leave provides monetary benefits to individuals who need to take time off work to care for a seriously ill child, parent, parent-in-law, grandparent, grandchild, sibling, spouse, or registered domestic partner. Benefits are also available to new parents who need time to bond with a new child entering their life either by birth, adoption, or foster care placement.
For more details on SDI and information about filing a claim, please visit their website.
Disability Leave Of Absence
Our employees may take up to four months of leave in a 12-month period, for serious health conditions, pregnancy, childbirth, to bond with a new child or to care for a family member with a serious health condition. Pregnancy disability does not need to be taken all at once, rather it can be dispersed over the course of pregnancy and child-birth. When the employee returns from their approved leave of up to four months, they will be reinstated to the same or similar position unless business necessity dictates otherwise. If the employee is out on disability for more than four months, we will make reasonable efforts to return them to the same or similar job as held prior to the leave of absence.
Our Company will continue to provide medical insurance coverage for the first two months of an authorized disability leave of absence. When that period expires, the employee may continue to receive medical insurance coverage by making arrangements with the HR Director, to pay the appropriate monthly premium, in advance, each month.
To receive an authorized disability leave of absence, please provide your Supervisor with written notice of disability, including a doctor’s certificate, stating the nature of the disability and the expected date of return to work. Upon return, you must bring a doctor’s certificate stating that you are physically able to return to your normal duties. We reserve the right to require a physical examination by physician of our own choosing prior to your resumption of duties.
Continued absence beyond the approved disability leave, as determined by the employee’s physician, will be deemed a voluntary termination of employment.
Social Security
Social Security is more than a paycheck deduction. It offers financial security for you and your dependents. Although this is a federally established program, it is your contributions, and ours, that pay for this benefit which will provide you with monthly checks and medical coverage once you reach retirement age.
Worker’s Compensation
On-the-job injuries are covered by our Workers’ Compensation Insurance Policy, provided at no cost to our employees. If you are injured on the job, no matter how slightly, report the incident immediately to the HR Director. We ask for your assistance in alerting your supervisor to any condition which could lead or contribute to an employee accident.