Vacations Policy
Eligibility
- Employees become eligible for one week of vacation after
completing one full year of employment.
- After three years of employment, eligibility increases to two
weeks of vacation per year.
- Eligibility is communicated annually before your employment
anniversary date.
- Vacation must be taken within the year following your anniversary
and does not roll over to the next year. Unused vacation time
expires on the next anniversary date.
- Vacation time does not accrue and will be forfeited if employment
ends for any reason.
Scheduling
- The Company approves all vacation schedules.
- Vacation requests must be submitted at least 30 days in advance
using the designated form posted in the employee area. A new form is
provided monthly.
- Vacations must be taken in full weeks and are limited to one week
at a time. Mid-week to mid-week vacations are allowed.
- Blackout Dates: Vacations cannot be scheduled on Christmas Eve,
Christmas Day, New Year's Eve, or New Year's Day. Additional
blackout dates may be announced as necessary.
Vacation Pay
- Full-time employees receive paid vacation based on an average of
base wages from the prior year. The specific amount will be
indicated in the annual vacation eligibility notice.
- Vacation pay is issued in the pay period following your return to
work.
- Vacation pay does not carry over year to year and is forfeited if
employment ends for any reason.
Early or Extra Vacation
- Early or extra vacation time is unpaid and must be approved.
- Any extra vacation days beyond two days off per week will be added
to your employment start date when calculating future vacation
eligibility.
Use of Vacation During FMLA Leave
The Company may require available vacation pay to be used during FMLA
leave. Employees cannot elect to use paid vacation during FMLA unless
approved by the Company.