A number of programs (such as Workers’ Compensation, State Disability Insurance, Social Security, and Unemployment Insurance) cover all STAFF in the manner prescribed by law. Additionally, 2nd Street USA Inc. provides several Company-designated benefit programs. Both types of benefit programs are described in this section.

Legally Required Benefits

Workers’ Compensation

If you are injured on the job or if you contract an illness as a result of your work, the Workers’ Compensation law may protect you. Based upon eligibility, Workers’ Compensation benefits provide a portion of your base salary, as determined by the respective state, if you are absent for more than a specified number of workdays.

If you have an accident or become ill on the job, report it to your Direct Supervisor at once. Your Direct Supervisor will arrange for your prompt medical treatment and see to it that the necessary forms are completed for you to receive these benefits.

State Disability Insurance (SDI)

California State Disability Insurance (SDI) is a partial wage-replacement insurance plan for California workers. The SDI program is State-mandated, and funded through employee payroll deductions. SDI provides affordable, short-term benefits to eligible workers who suffer a loss of wages when they are unable to work due to a NON WORK-RELATED illness or injury, or a medically disabling condition from pregnancy or childbirth. Benefits are payable to you after a specified waiting period.

Paid Family Leave (PFL)

State regulations allow Staff in California to receive Paid Family Leave benefits when a Staff Member stops working or reduces his/her work hours for the purpose of caring for a child, parent, parent-in-law, grandparent, grandchild, sibling, spouse or registered domestic partner with a serious health condition; or to bond with a new child (newborn, adopted, or foster care child) under the age of 18. The Company automatically deducts your contribution for this benefit from your pay. Benefits cover up to 55% of a Staff Member’s normal pay, and are payable for up to six (6) weeks in any 12-month period after a seven (7) day waiting period.

Please note that Paid Family Leave refers to the benefits available to eligible Staff Members through the Employment Development Department (EDD). PFL is NOT a leave of absence. Please contact the EDD for information regarding eligibility or to obtain a claim form.

Pregnancy and Disability Leave (PDL)

Staff Members who are unable to work due to pregnancy or childbirth may be eligible to take up to four (4) months of Pregnancy Disability Leave (the working days the STAFF members normally would work in one-third of a year or 17⅓ weeks). The leave can be taken at any time that the doctor certifies a disability either during the few weeks before and after delivery or at any time throughout the pregnancy for morning sickness, prenatal visits, complications, or recovery.

Under most circumstances, upon return from Pregnancy Disability Leave, Staff Members will be reinstated to their previous position, or to an equivalent job with equivalent pay, benefits, or other employment terms and conditions. However, Staff Members have no greater right to reinstatement than if they had been continuously employed rather than on Pregnancy Disability Leave.

A Staff Member who takes an authorized Pregnancy Disability Leave will not lose any employment benefits that would have been earned or that they would otherwise have been entitled to before taking the Pregnancy Disability Leave. However, it is the responsibility of the Staff Member to continue to pay the same contribution to the health insurance premium during the leave in order to maintain coverage

Parental Leave

Under California Family Rights Act (CFRA), a STAFF Member who has worked for 2nd Street USA, Inc. for at least 12 months, and for at least 1,250 hours for the previous 12 months, may be eligible for an unpaid leave up to 12-weeks in a 12-month period for the birth, adoption, or foster care placement of a child. The parental leave must be taken within one (1) year of the child’s birth, adoption, or foster care placement.

If the leave is foreseeable, the STAFF Member must notify the Company with reasonable advance notice of the need for leave. Under the regulations provided by the CFRA, 2nd Street USA, Inc. is not required to grant leave in connection with the birth, adoption, or foster care of a child for more than a total of 12 weeks if both parents work for the Company at the same time. The STAFF Members must share the annual leave allotment for these purposes.

Parental Leave is unpaid; however, STAFF Members who take this leave may elect to substitute their accrued Vacation Days or accrued Sick Time for unpaid leave during an authorized Parental Leave.

2nd Street USA, Inc. will continue to provide group insurance benefits to the STAFF Member for the full period of the approved Parental Leave, up to 12 weeks in a 12-month period under the same conditions that the Company would have paid if the STAFF Member had continued working and not gone on leave; however, it is the responsibility of the STAFF Member to continue to pay the same contribution to the health insurance premium during the leave in order to maintain coverage.

Under most circumstances, upon return from the Parental Leave, STAFF Members will be reinstated to their previous position, or to an equivalent position with equivalent pay, benefits, or other employment terms and conditions, if the same position is no longer available. However, STAFF Members have no greater right to reinstatement than if they had been continuously employed rather than on Parental Leave.

Military Leave

An unpaid Military Leave of Absence will be granted to STAFF who are absent from work because of service in the U.S. uniformed services, in accordance with the Uniformed Services Employment and Reemployment Rights Act (USERRA). Advance notice of military service is required, unless military necessity prevents such notice, or it is otherwise impossible or unreasonable.

STAFF may use any available paid time off for the absence. Vacation Days and Sick Days and will continue to accrue during a Military Leave of Absence. Please notify your Direct Supervisor should you be required to take a Military Leave of Absence.

STAFF on Military Leave for up to thirty (30) days are required to return to work for the first regularly scheduled shift after the end of service, allowing reasonable travel time. STAFF on longer Military Leaves must apply for reinstatement in accordance with USERRA and all applicable state laws.

STAFF returning from Military Leave will be placed in the position they would have attained had they remained continuously employed or a comparable one, depending on the length of military service in accordance with USERRA. STAFF will be treated as though they were continuously employed for purposes of determining benefits based on length of service.

Jury Duty

The Company understands that serving Jury Duty is a civic responsibility. Upon receiving notice to report for Jury Duty or Trial Witness Duty, you must notify your Direct Supervisor. Jury Duty Leave is unpaid time off.

Any Non-Exempt STAFF Member may apply to use accrued Vacation Days or apply for an unpaid leave of absence during the Jury Duty Leave. Exempt STAFF will be required to take an unpaid leave of absence during Jury Duty service when they perform no work at all for the Company for one (1) workweek or longer, but will be compensated for a normal workweek during any week in which work is performed. In addition, Exempt STAFF also have the right to apply accrued Vacation Days during unpaid Jury Duty.

It is the responsibility of each STAFF Member to return to work on the workday immediately following the completion of Jury Duty service. Additionally, even during a period when serving Jury Duty, STAFF may be required to accomplish assigned work during or after normal working hours. STAFF are required to report to work on days when the jury is not in session or is released early.

Please notify your Direct Supervisor as soon as you are summoned. The Company requires verification of your attendance at court and of the compensation received from the court. Under no circumstances will a STAFF Member lose his/her position by reason of serving on a jury or as a witness.

Time Off to Vote

Generally, polling times are set up to allow ample time for voting before or after work. However, in circumstances where a STAFF Member would be unable to vote without taking time off work, the STAFF Member may take up to two (2) hours off with pay. STAFF may also take up to two (2) additional hours off without pay to vote, if necessary. This time must be at the beginning or the end of the regular working shift, whichever allows the most free time for voting and the least time off from working, unless mutually agreed. To use this benefit, you must notify your Direct Supervisor at least two (2) working days in advance to arrange a voting time.

Social Security

Social Security is a benefit program sponsored by the Federal Government. Its main purpose is to provide income and medical care when you retire. Both you and 2nd Street USA Inc. contribute equally to the cost of providing this benefit. The Company makes payroll deductions for Social Security each pay period under the name of FICA. These funds are forwarded to the Federal Government to support the Social Security Program.

Unemployment Insurance

2nd Street USA Inc. is required by law to pay unemployment insurance to provide STAFF with an income when they are out of work through no fault of their own. These benefits are provided by the state, and eligibility for and the amount of benefits are determined by the state. As soon as you become unemployed or have your hours reduced involuntarily, obtain a claim form and call your local Unemployment Office to determine your eligibility.