PAID TIME OFF (PTO)
 
Union employees refer to your specific bargaining agreement.

The Company recognizes that, at times, all employees have personal business or appointments that can only be scheduled during normal working hours. Employees are encouraged to schedule personal matters at times that do not conflict with their work obligations. However, when scheduling problems are unavoidable, the Company may, in its sole discretion, allow the employee to take personal time to cover these obligations.
Any grant of personal time is completly at the discretion of the employee's GF/Supervisor/Manager, who will consider, among other things, the departments staffing needs, the reason for the request and the availability of alternative scheduling arrangements.

PTO is not additional vacation time. Employees do not have an absolute right to PTO. Management has the authority to deny PTO if they have reason to believe that an employee may be using such time for reasons other than illness or to keep appointments.

Personal time must be requested in writing. Personal time for illness requires the employee to notify their General Foreman,  Supervisor/Manager at least one half hour prior to their scheduled start time. Failure to follow these guidelines will result in the day(s) being counted as an unexcused, unpaid absence.

For absences due to illness lasting three (3) or more consecutive days, the employee must submit signed documentation from their medical provider, to their General Foreman/Supervisor/Manager prior to returning to work. The company, at their discretion, may require the employee to be examined by an independent medical examiner before returning to work.

Personal time is accumulated based on time worked and is only accumulated by full time employees. Personal time will be accumulated and credited to employees on a weekly basis. Employees that have been employed for a full six (6) months will begin accumulating .77 hours per week for each week worked (A total of 40 hours per year can be earned). Any absence greater than two (2) days within a one week period where paid time off is not utilized will cancel personal time credits for that week. Personal time must be taken in 8 hour increments.

Any unused Personal time will not be paid out or carried over at the end of the year.

Employees will not be eligible to use Personal time in advance of accumulating such time.

Vacation

Union employees refer to your specific bargaining agreement.

Employees with an employment agreement refer to your Employment Agreement stipulations for vacation.

Vacation time is accumulated based on time worked and is only accumulated by full time employees. Vacation time will be accumulated and credited to employees on a weekly basis. For example: If you are eligible for one week of vacation per year, you will accumulate .77 hours per week. Employees will begin accumulating vacation time immediately, however, they will not be entitled to use it or be paid for it until 6 full months of service has been completed.

Accumulation of vacation time will be suspended during any type of leave of absence. Any absence greater than two (2) days within a one week period where paid time off is not utilized will cancel vacation credits for that week.

Vacation Allowance
 
  • Calendar years Maximum days per year Hours credited per week
  • 1st and 2nd calendar year 5 days per year .77 of an hour per week
  • 3rd and 4th calendar year 10 days per year 1.54 hours per week
  • 5th year or greater 15 days per year 2.31 hours per week
Vacation Payment and Carryover
 
January 1st through December 31st will be the calendar year for all vacation accruals. Employees will be eligible to carry over a maximum of one half of each calendar years’ credited vacation time from year to year. Any remaining unused vacation time will be forfeited. (This will not apply for the first calendar year only.)
 
Office and salaried employees will not be eligible to receive vacation pay in lieu of time off. Field employees will be paid for any unused vacation time in the month of December of each year. Once vacation pay has been received, the employee’s vacation credits will start over again. A field employee may request not to have their vacation time paid out, and additionally request to have a maximum of one half of the calendar years’ credit be carried over.

Employees will not be eligible to use vacation time in advance of accumulating such time. Vacation pay will be received on your regularly scheduled pay date as if you had worked that week. Vacation pay will not be paid in advance.
 
Vacation Scheduling

Vacation will, insofar as possible, be granted at a time most desired by the employee. Vacation request received in the first three (3) months of the year will be granted on a first received basis. At no time will vacation time be granted to two (2) employees in the same department for the same dates unless approved by the President. Should there be a conflict among employees requesting similar vacation dates, the General Foreman/Supervisor/Manager will resolve the conflict based on: first, the date the request was received, and second, the hire date of each employee.
 
Vacation request must be submitted in writing at least four (4) weeks in advance for vacation request of five (5) days or longer. Vacation request for less than five (5) days must be submitted at least one (1) week in advance. Failure to submit request in advance of taking vacation time may result in non payment for that time.

In the event of an illness, supported by medical provider documentation, vacation time may be used if all sick time has been exhausted, upon General Foreman/Supervisor/Manager approval.
COMPANY PAID HOLIDAYS

Union employees refer to your specific bargaining agreement.
 
After 90 days of employment, all full time employees are provided with the following paid holidays:
 
  • New Year’s Day
  • Memorial Day
  • Fourth of July
  • Labor Day
  • Thanksgiving Day
  • Christmas Day
To be eligible for holiday pay, an employee must have worked his/her last scheduled workday preceding the holiday and his/her first scheduled workday following the holiday, except when the employee has exercised a pre approved Personal Day Off or Vacation Day. Employees who “call in” absent, even though paid time is available, will be disqualified from receiving holiday pay. Employees who are on any type of Leave of Absence, including workers’ compensation leave, will not be eligible to receive holiday pay.
 
Payment for Time Worked on a Holiday

Should operational conditions require that an hourly employee work on a paid holiday, that employee will be paid eight (8) hours holiday pay, plus time and one half for hours worked on the holiday. Any hours worked on such holiday will not be counted in the computation of weekly overtime since time and one half is already paid for these days.

Salaried employees required to work on any Company paid holiday will receive equal compensatory time off at a time mutually agreeable to the employee and the Company. Should a Company paid holiday fall on Saturday, the employee will be given the Friday before as the Company Paid Holiday. If the Company paid holiday should fall on a Sunday, the employee will be given the Monday
after as the Company Paid Holiday.
JURY DUTY

When you receive a summons from the Jury Commission, you must promptly present it to your General Foreman, Supervisor/Manager and request the time off to serve.
 
Full time hourly employees called to serve as a juror during regularly scheduled working hours shall receive their regular pay for a period not to exceed one (1) workday (eight (8) regular working hours) in any one (1) year period. Any leave taken for Jury Duty more than one (1) workday (eight (8) regular working hours,) will be
considered unpaid time off.

For hourly employees to receive payment for jury duty, employees must give reasonable prior notice to their General Foreman, Supervisor/Manager that they have been summoned for jury duty, and must furnish satisfactory evidence that they reported for, or performed jury duty on the day(s) for which the employee claims such payment.

An hourly employee on jury duty will be paid at his/her straight time rate for normally scheduled hours of work.
BEREAVEMENT LEAVE
 
Full time employees shall be granted time off from their duties with regular compensation to make burial arrangements and attend funeral services for members of their immediate families (as defined herein) under the following terms and conditions:
 
  1. Paid bereavement leave can be taken for up to three (3) consecutive days not to exceed twenty four (24) regular working hours. Any bereavement leave taken more than 3 days will be considered unpaid time off.
  2. Employees shall notify their General Foreman/Supervisor/Manager prior to taking breavement leave. Failure to provide notification may be considered an unscheduled absence.
  3. To be compensated under this section, the employee must have been scheduled to work on the days taken as bereavement leave.
  4. Written documentation of the employee’s attendance and relationship to the deceased must be provided to their General Foreman, Supervisor/Manager.
     
Immediate family shall be defined as:
  1. Husband/Wife
  2. Father/Mother
  3. Son/Daughter
  4. Brother/Sister
  5. Grandparents
  6. Grandchildren

Request for additional time off may be considered by management. If additional time off is granted, Vacation
Time and Personal Time Off must be exhausted before unpaid time off is granted.