Holidays and PAID TIME OFF

ANNUAL HOLIDAYS

The following eight (8) holidays are generally observed by Revolution Brewing:

New Year's Day (January 1st)
Memorial Day
Independence Day (July 4th)
Labor Day
Thanksgiving Day
Christmas Eve (December 24th)
Christmas Day (December 25th)
New Year’s Eve (December 31st)

All regular, full-time employees will receive eight (8) hours of holiday pay on the above designated holidays. When a recognized holiday falls on a Saturday or Sunday, Revolution will designate an alternative date upon which the holiday will be observed. Part-time and temporary employees are not eligible for holiday pay if not working on holiday.

Working on a Holiday

Non-exempt Employees (typically paid hourly, exceptions may occur)

If a non-exempt employee is asked to work on a holiday, they will be paid at 1.5x their standard rate in lieu of their holiday pay. Both full-time and part-time employees will earn the holiday rate.

Exempt Employees (typically salaried employees, exceptions may occur)

Exempt employees that work on a designated holiday will receive a floating holiday for future use if they will work an additional day to their typical workweek.

Temporary Employees (both hourly and salaried employees)

Temporary employees are not eligible for additional compensation when not working on a holiday.

Exceptions

Revolution may designate additional holidays and/or days when the office or location closes early, as well as modify the holiday schedule between Christmas and New Year’s as deemed appropriate. These additional holidays may not qualify for holiday pay or floating holidays if worked.

Additional Guidelines for Paid Holidays

A paid holiday does not count as a day worked in calculating overtime for the week. Paid holidays that fall during an employee’s scheduled Vacation will not be counted against the individual's Vacation allotment.

Non-exempt employees must work the scheduled workday before and the scheduled workday after the holiday in order to be paid for the holiday, unless the holiday is taken as part of a scheduled time off.

Additional Days Closed (not eligible for Holiday Pay)

Holiday Party Kedzie Closed

Day after Holiday Party Kedzie Open and Taproom will operate normal hours (No Holiday Pay/PTO) *

Easter Sunday Kedzie and Taproom Closed

Day after Thanksgiving Kedzie Closed (Taproom open)

Christmas Eve Kedzie and Taproom Closed

* Employees at Kedzie are expected to maintain regularly scheduled hours. Any time off must use PTO or, if hourly, unpaid time off. All requests for time off must be approved by the employee’s manager.

PAID TIME OFF

Available for Permanent and On-Call Employees only (Seasonal, Temporary, and Interns are disqualified)

Personal - Full-time Hourly Employees

New hire - 2 Years: Accrues at 2 hours/pay period, at a maximum of 40 hours per year
2 - 5 Years: Accrues at 4 hours/pay period, at a maximum of 80 hours per year
5+ Years: Accrues at 6 hours/pay period, at a maximum of 120 hours per year

Personal - Part-time Employees (Hourly or Salary)

New hire - 5 Years: Accrues at 2 hours/pay period, at a maximum of 40 hours per year
5+ Years: Accrues at 4 hours/pay period, at a maximum of 80 hours per year

Personal Paid Time Off - On-Call Employees (pick-up shifts only, such as Brand Ambassadors)

All on-call RevCrew: Accrues 2 hours for every 35 hours worked, at a maximum of 40 hours per year

Personal - Full-time Salaried Employees

Any Tenure: Accrues at 2 hours/pay period, at a maximum of 40 hours per year

Vacation Paid Time Off - All Full-time Salaried Employees

New hire - 2 Years: Accrues at ~3.08 hours/pay period, at a maximum of 80 hours per year
2 - 5 Years: Accrues at ~4.62 hours/pay period, at a maximum of 120 hours per year
5+ Years: Accrues at ~6.16 hours/pay period, at a maximum of 160 hours per year

Additional Personal and Vacation Leave Guidelines:

If less than a full pay period (80 hours) worked, vacation will accrue at a pro-rated amount at the discretion of management or HR.
Up to 40 hours of each accrual category can roll-over to the next calendar year, with the maximum balance for any category allowed in a calendar year to be 160 hours.
If employment with Revolution ends, any accrued, unpaid vacation and personal time will be paid out on the employee’s final paycheck. If questions on using the balance prior to your last day, please speak to Roma or Maria before your last day.

Parental Leave - all Permanent Full and Part-Time Employees

Parental benefits are available to all permanent Revolution employees, following the eligible birth or adoption of a child. Leave benefits are as follows:

Full-time New Birth Mothers will receive 13 weeks of paid leave. Additional time off needed may fall under Short Term Disability and should be discussed with HR for implementation.
All other full-time Parents/Guardians can take 6 weeks of paid leave.
Part-time employees may take the equivalent of 2 weeks pay based on average hours over the past 12 months.
Full-time tipped employees will be paid at the current minimum wage rate.

Terms of Leave

Employee must be employed with Revolution Brewing for 1 year at the time leave begins.
Employee must have worked at least 1,250 hours during the prior 12 months prior to the parental leave start date.
Employee is eligible to apply for Family Medical Leave under FMLA; if FMLA is approved, any time taken for parental leave will run concurrently as FMLA and overlap.
Employees must give at least 30 days notice to the expected leave date; dates may be adjusted as needed. A tentative return date must be supplied, with flexibility allowed for adjustments.
Employees have one year from birth of child to use balance of parental leave, and are not required to use leave in one continuous leave, and instead able to break it up if the 30 day notice is provided.

Bereavement Leave

Revolution understands that employees may need time away from work because of a death in their families. If you suffer the loss of a spouse, parent, step-parent, parent-in-law, legal guardian, child, step-child, sibling, step-sibling, grandparent, grandchild, or any other relative living in your household, you may be absent from work at your regular rate of pay for up to three (3) days to attend the funeral and related matters.

This leave applies to full-time employees and eligible part-time employees. Eligible part-time employees are defined as working an average of 10-30 hours per week and having completed one year of continuous employment. Employees may use available time off from Vacation or Personal policies to attend the funeral of other family or friends in addition to this bereavement leave. For any leave requested, it is important to notify your Supervisor as soon as possible. Revolution does NOT require proof, only to contact your supervisor ASAP.

Civic Duty - Jury Duty and Voting

If you are called for jury or witness duty on a day you are scheduled to work, you must contact your Supervisor promptly after receiving notification to appear, and present the subpoena or jury summons. You should also notify your Supervisor of your selection to serve on a jury as soon as possible. In addition, proof of service must be submitted to your Supervisor when the period of jury or witness duty is completed. If you are released from jury duty and less than half the time of your scheduled shift has passed, you are expected to report to work for the remainder of the day.

For up to five (5) business days, full-time non-exempt employees will receive regular pay (non-tipped minimum wage for FOH staff), for the days the employee was scheduled to work. For jury service beyond five (5) business days, non-exempt employees will be granted a Leave of Absence without pay for the remainder of the term of service. Employees may submit available Personal time if available.

Full-time Exempt employees will also be paid for the first five (5) days of jury or witness duty. For Jury service required beyond the initial five paid days, exempt employees will be provided time off as necessary, paid unless the employee performs no work during the workweek (allowing for WFH or alternative hours to receive pay for work completed). Employees may submit available Personal or Vacation days if available for hours or days unpaid.

All Revolution benefits and accruals remain in effect for employees, regardless of whether the employee is on paid or unpaid leave.

If employees require any other time off to appear in Court for personal matters, such as for personal lawsuits, traffic violations, arrests and non-work-related accidents, they will not be paid for that time away from work. Employees must use available Personal or Vacation days for those situations, with appropriate authorization from your Supervisor.

To ensure all Revolution employees have the opportunity to vote, employees who are scheduled to work on election day and have not already voted through early voting or mail-in ballots are entitled to up to two hours of paid time off to vote in general elections, primary elections, and referendums, if they do not have sufficient time to vote outside of working hours. Employees must request time off prior to the election day at least 5 days in advance, and a manager, supervisor, or HR will approve or determine the specific hours for leave, typically before or after the employee's regular working hours. For exceptions and questions, employees should contact Human Resources for clarification.

Other Rules and Stipulations for All Leaves

Documentation - Revolution may request documentation for absences, along with allowed return to work dates or restrictions upon return. Please refer to the Attendance Standards Policy for details.
Please refer to the HR Employee Center or contact HR for additional information on Family Medical Leave Act Policy (FMLA), Military Leaves, and Military Reserves or National Guard Leave Policies.
The above policies may not cover all situations. If needed, please contact your manager or HR for circumstances outside the stated policies for assistance.
If a part-time, full-time, or temporary employee fails to report for work without any notification to their supervisor and the absence continues for a period of three (3) days, Revolution will consider that the employee has abandoned their employment and has voluntarily resigned.

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