Employees begin accruing Paid Sick & Wellness Leave on their first day of employment.

Leave accrues at a rate of one (1) hour for every thirty (30) hours worked.

Accrual is capped at eighty (80) total hours.

Employees may accrue a maximum of seventy-two (72) hours per year.

Paid Sick & Wellness Leave becomes available for use after ninety (90) days of employment.

Leave may be used for:

• The employee’s physical or mental health needs

• Preventive care or medical appointments

• Care of a family member as defined by California law

• Wellness, recovery, or mental health needs related to the employee’s health

Employees are not required to disclose specific medical details when requesting leave.

When the need for leave is foreseeable, employees should fill out the TIME OFF REQUEST form to provide reasonable advance notice to their manager.

When the need is unforeseeable, employees should follow the SAME DAY CALLOUT policy. 

The Company will not retaliate against employees for the lawful use of Paid Sick & Wellness Leave.

Unused Paid Sick & Wellness Leave will roll over from year to year, up to a maximum rollover of seventy-two (72) hours.

Accrual will stop once an employee reaches the 80-hour cap and will resume when the balance falls below the cap.

Paid Sick & Wellness Leave is compensated at the employee’s regular base rate of pay, in accordance with California law.

Overtime premiums, bonuses, commissions, and other incentive pay are not included unless required by law.

Unused Paid Sick & Wellness Leave is not paid out upon separation of employment, as permitted by California law.

If an employee is rehired within twelve (12) months, previously accrued and unused Paid Sick & Wellness Leave will be reinstated as required by law.

Employees begin accruing Paid Sick & Wellness Leave on their first day of employment.

Leave accrues at a rate of one (1) hour for every thirty (30) hours worked.

Accrual is capped at forty (40) hours per year.

Paid Sick & Wellness Leave becomes available for use after ninety (90) days of employment.

Employees may use up to forty (40) hours of Paid Sick & Wellness Leave per year.

Leave may be used for:

• The employee’s physical or mental health needs

• Preventive care or medical appointments

• Care of a family member 

• Health-related wellness or recovery needs

Employees are not required to disclose specific medical details when requesting leave.

When the need for leave is foreseeable, employees should fill out the TIME OFF REQUEST form to provide reasonable advance notice to their manager.

When the need is unforeseeable, employees should follow the SAME DAY CALLOUT policy. 

The Company will not retaliate against employees for the lawful use of Paid Sick & Wellness Leave.

Unused Paid Sick & Wellness Leave will roll over from year to year, up to a maximum rollover of forty (40) hours.

Accrual will stop once an employee reaches the 40-hour cap and will resume when the balance falls below the cap.

Paid Sick & Wellness Leave is compensated at the employee’s regular rate of pay.

Overtime premiums, bonuses, commissions, and other incentive pay are not included unless required by law.

Unused Paid Sick & Wellness Leave is not paid out upon separation of employment, as permitted by Oregon law.

If an employee is rehired within one hundred eighty (180) days, previously accrued and unused Paid Sick & Wellness Leave will be reinstated as required by law.