Paid Time Off
Paid Time Off
Paid Time Off (PTO) begins accruing each bi-weekly pay period starting on your hire date. You are eligible to participate in the PTO program if you are a full-time regular employee and have completed the 90-day introductory period.
Non-Exempt (Hourly) Employees
1 to 3 years 104 hours (approximately 13 days).
Maximum carry over = 40 hours
After 3 years 120 hours (approximately 15 days).
Maximum carry over = 40 hours
Exempt (Salary) Employees
1 to 3 120 hours (approximately 15 days).
Maximum carry over = 40 hours
After 3 years 160 hours (approximately 20 days).
Maximum carry over = 40 hours
Employees must schedule time off in advance with their supervisors. We will try to grant every employee’s PTO request for the days off they choose. However, we must have enough employees to meet our day-to-day need — which means we may not be able to grant every PTO request, especially during holiday periods.
If circumstances, such as a medical or family emergency, prevent advance scheduling, you must inform your supervisor as soon as possible that you wish to take paid time off. You may be expected to provide documentation for such time off.
Because PTO encompasses vacation and sick leave, employees must manage their PTO responsibly to ensure that they have time available for emergencies, such as personal or family illness. An employee who needs time off but has no accrued PTO may be eligible to take unpaid leave. The Company will decide these requests on a case-by-case basis.
Attendance
The purpose of this policy is to set forth Advantus Corp’s policy and procedures for handling employee absences and tardiness to promote the efficient operation of the company and minimize unscheduled absences.
Punctual and regular attendance is an essential responsibility of each employee at Advantus Corp. Employees are expected to report to work as scheduled, on time and prepared to start working. Employees also are expected to remain at work for their entire work schedule. Late arrival, early departure or other absences from scheduled hours are disruptive and must be avoided.
This policy does not apply to absences covered by the Family and Medical Leave Act (FMLA) or leave provided as a reasonable accommodation under the Americans with Disabilities Act (ADA). These exceptions are described in separate policies.
Absence
“Absence” is defined as the failure of an employee to report for work when he or she is scheduled to work. The two types of absences are defined below:
Excused absence occurs when all the following conditions are met:
- The employee provides to his or her supervisor sufficient notice at least 48 hours in advance of the absence.
- The absence request is approved in advance by the employee’s supervisor.
- The employee has sufficient accrued paid time off (PTO) to cover the absence.
Unexcused absence occurs when any of the above conditions are not met. If it is necessary for an employee to be absent or late for work because of an illness or an emergency, the employee must notify his or her supervisor no later than one hour before the employee’s scheduled starting time on that same day. If the employee is unable to call, he or she must have someone make the call.
An unexcused absence counts as one occurrence for the purposes of discipline under this policy.
Employees with three or more consecutive days of excused absences because of illness or injury must give Advantus Corp proof of physician’s care and a fitness for duty release prior to returning to work.
Employees must take earned PTO for every absence unless otherwise allowed by company policy (e.g., leave of absence, bereavement, jury duty).
Tardiness and Early Departures
Employees are expected to report to work and return from scheduled breaks on time. If employees cannot report to work as scheduled, they must notify their supervisor no later than their regular starting time. This notification does not excuse the tardiness but simply notifies the supervisor that a schedule change may be necessary.
Employees who must leave work before the end of their scheduled shift must notify a supervisor immediately.
Tardiness and early departures are each one-half an occurrence for the purpose of discipline under this policy.
Disciplinary Action
Excessive absenteeism is defined as two or more occurrences of unexcused absence in a 90-day period and will result in disciplinary action. 5 occurrences of unexcused absence in a 90-day period are considered grounds for termination.
- 1st occurrence – No disciplinary action
- 2nd occurrence – Verbal Warning
- 3rd occurrence – Written Warning
- 4th occurrence – Final Written Warning
- 5th occurrence – Termination of employment
Job Abandonment
Any employee who fails to report to work for a period of two days or more without notifying his or her supervisor will be considered to have abandoned the job and voluntarily terminated the employment relationship. Employees will be subject to immediate corrective action for pattern unscheduled absences and no call/no show.
WH Management PTO Policy
While we try to grant every employee’s PTO requests for the days off they choose, we need to have enough management employees on site to meet our day-to-day need – which means we may not be able to grant every PTO request, especially during holiday periods. Two operational managers are required to always present during operations at 12th Street, and one exempt member of management at Shawland and Gun Club Road during operations.
Managers and supervisors will be asked to schedule their PTO for the year no later than March 31. This does not include singular days off used throughout the year.
Guidelines:
- A request sheet will be distributed each January that will include the time available for the year. Managers and Supervisors will be asked to request and rank their top 3 choices for time off.
- In the event there are multiple requests for the same time, and not all can be approved, PTO time will be awarded based on seniority and rank of choice.
- Managers are responsible for the coordination and scheduling of all PTO in the departments:
- Management approval of individual PTO requests will take into consideration requirements of the combined workload in the departments as well as the appropriate running of the facility.
- Managers should consider the individual responsibilities and continuity of workflow when approving PTO time.
- Managers cannot take PTO unless prior management approval has been obtained.
- An exception is the use of PTO for unplanned days off – illness, personal emergencies, etc.
- All PTO requests for approval must be submitted through ADP.