Time Off Change Log
2024/12/04
Added Good Friday and Veterans Day as Holidays.
Removed Birthday Time Off.
Birthday Leave
The company has awarded additional holiday leave (8 hours per calendar year for Full Time Employees and 4 hours per calendar year for Part Time Employees) to allow employees to celebrate their birthday each year.
This holiday leave is to be used on the employee’s actual birthday each calendar year unless one of the exceptions below occur.
Exceptions:
If the employee’s birthday falls on a Saturday, Sunday, or other company recognized holiday, then the employee may use their Birthday holiday on the day immediately before or after the weekend or other company holiday the birthday falls on.
If your work duties require you to work on your birthday, then the employee may use their Birthday holiday on the day immediately before or after the birthday where they were required to work.
To be awarded the Birthday Holiday, the employee must be employed by the Company for 3 months.
The Birthday Holiday will not roll over to the next year. If it is not used in the same year it was awarded, then that time will reset upon January 1st each year.
The Birthday Holiday will not be eligible to exchange for a cash out equivalent.
Use of the Birthday Holiday shall not cause employee to accrue overtime for that work week.
Employees shall submit time off requests for this type of leave a minimum of two (2) weeks in advance via the Company’s Human Resources Information System, currently BambooHR.
2024/02/19
Updated PTO and Wellness leave graphics to better explain that accruals increase at 2nd, 5th, and 10th year anniversaries.
2023/05/08
If hired before 05/08/2023 and you have worked for the Company for less than 3 months, the 3 month waiting period for PTO accruals to start will be waived as a one-time consideration of the PTO policy updating midyear.
Changed PTO and Wellness Policy amounts. Added Birthday Holiday (8 Hours per calendar year). Added Day after Thanksgiving and Christmas Holidays.
Prior to 05/08/2023 PTO & Wellness Amounts
PTO Exempt
Hire Date to End of 2nd Year 3.08 Accrued Every Other Week Limit of 4 Weeks (160 Hours)
Start of 3rd Year to End of 9th Year 4.62 Accrued Every Other Week Limit of 6 Weeks (240 Hours)
Start of 10th Year and Beyond 6.16 Accrued Every Other Week Limit of 8 Weeks (320 Hours)
PTO Non-Exempt
Hire Date to End of 2nd Year 0.03 Accrued Per Hour Worked Limit of 2 Weeks (80 Hours
Start of 3rd Year to End of 4th Year 0.04 Accrued Per Hour Worked Limit of 3 Weeks (120 Hours)
Start of 5th Year to End of 9th Year 0.05 Accrued Per Hour Worked Limit of 4 Weeks (160 Hours)
Start of 10th Year to End of 14th Year 0.06 Accrued Per Hour Worked Limit of 5 Weeks (200 Hours)
Start of 15th Year and Beyond 0.07 Accrued Per Hour Worked Limit of 6 Weeks (240 Hours)
Wellness
Hire Date to 89th Day No Accrual
90th Day to end of 2nd Year 16 Hours Prorated Annually
Start of 3rd Year to End of 4th Year 28 Hours Annually
Start of 5th Year and Beyond 40 Hours Annually
2022/08/29
Added Work Offsite tracking requirement for all employees working remotely or traveling for business.
2021/11/23
Clarification added to Wellness Leave subsection regarding negative balances.
Clarification added to Floating Holiday Leave subsection regarding negative balances.
Clarification added to Volunteering Leave subsection regarding negative balances.
Statement repositioned in reformatted in Volunteering Leave subsection regarding delayed rollout due to COVID-19.
2021/07/07
Paid Leave for Exempt employees subsection updated to add text to better aline with discontinuation of unofficially documented Comp/Untracked Leave time off type.
Paid Time Off Rewards section added.
Visual line separators removed from policy/procedure contents to improve legibility and VoiceOver capabilities, or equivalent, on-device accessibility features.
2021/05/18
Paid Leave accrual calendar links removed as resources was discontinued and deleted.
2021/01/05
Bereavement Leave removed; employees can use paid leave, unpaid leave, or other qualifying leave types in-lieu of.
2020/05/21
Paternal Birth and Child Adoptions bullets updated from up to ten (10) days to (up to) fifteen (15) days of unpaid Family Leave time off type.
2020/02/22
Deployed new policies on Closures and Delays.
2020/02/10
A statement regarding the need for a potential physician note for certain absences was added to the Minimum Notice and Wellness Leave subsections.
2020/01/29
Requesting Time Off section rewritten. Previous revision of policy was as follows:
Employees shall submit time off requests in writing through the use of the Company’s Human Resources Information System (HRIS), currently BambooHR. Once time off has been requested, it is the responsibility of a direct manager to review and impartially approve or deny the request for multiple reasons including, but not limited to available Company resources, along with individual or department job tasks. Employees are to usually receive approval from the direct manager through the Company’s Human Resources Information System (HRIS) prior to engaging in a requested time off event. However, a direct manager may provide an approval verbally or via other means of written communication (i.e. text message, email, instant message, etc.), as long as the employee has already submitted a time off request through the Company’s Human Resources Information System (HRIS) and when the direct manager has the intention of processing the time off request submitted through the HRIS promptly when time permits.
2020/01/22
The following paragraph within the Requesting Time Off section was updated accordingly:
Old
While the Company makes every effort to be flexible in approving time off requests that meet these requirements, meeting the minimum notice does not guarantee every request can be approved. Be aware, specific time off types below may have different minimum notice requirements if identified. Company Holidays do not count as business days.
New
While the Company makes every effort to be flexible in approving time off requests that comply with these requirements, meeting the minimum notice does not guarantee every request can be approved. Documentation may be required from employees prior to or after an absence occurs in order for the event to be considered an excused absence.
Be aware, specific time off types below may have different minimum notice requirements if identified. Company Holidays do not count as business days.
2019/12/19
Initiation of change log for the Company’s Time Off policies. Policy received a full re-write on this date. All future revisions to be documented above.