Paid Time Off and Holidays

Time Off and Holidays

Paid Time Off Policy

How to Request Time Off - Hourly Employees

Request Time Off in Homebase (paid and unpaid) - In the app go to More...Requests...Time Off and select the plus sign in the corner and fill out the request form
Find someone to cover your shift (paid and unpaid), verbally, by text, or by ping.
Time off is approved once the manager has approved it Homebase (paid and unpaid)

Unpaid time off may be granted for personal circumstances, on a case by case basis, at the discretion of management.

How to Request Time Off - Salaried Emplolyees

Request time off in Homebase (paid time off only) - In the app go to More...Requests...Time Off and select the plus sign in the corner and fill out the request form

Salaried employees are expected to work a minimum of 32 hours a week or more as needed as the job requires.

Unpaid time off may be granted for personal circumstances, on a case by case basis, at the discretion of management.

Updated 6/11/25

Vacation

Vacation accrual begins 90 days after hire for hourly and commissioned employees starting August 1, 2023 (previous policy only included full-time and hourly employees)
Vacation accrual begins on the hire date for salaried employees
Vacation for salaried employees will accrue at the following rates
- - 0.038 hours per hour worked for the first two years
  - 0.058 hours per hour worked for years three and four
  - 0.077 hours per hour worked for year five and beyond
Vacation for hourly and commissioned employees will be based on the number of hours worked.
Vacation hours for all employees will be paid out at the employee's hourly rate.
Vacation may be requested through the employee portal on Homebase and requires manager approval.
Please give 2 weeks’ notice for up to 4 days off and 3 weeks' notice for more than 4 days off to allow managers time to rearrange schedules to cover shifts as needed.
Vacation time may be denied based on scheduling and other business considerations.
Vacation hours do not expire, are carried over each year, and will be paid out upon termination.
An employee may not use accrued Vacation hours to extend a termination date.

updated 6/11/25

Paid Sick Leave (HFWA and PHE) updated 3/1/2025

This policy is in accordance with the Healthy Families and Workplace Act (HFWA) in the State of Colorado. https://www.jacksonlewis.com/sites/default/files/docs/Colorado2020a_205_enr.pdf

Full-time salaried employees accrue 48 hours of Paid Sick Leave per year on January 1st and this is prorated the first year based on the month hired or moved to Full-time.
Hourly and commissioned employees accrue 0.033 hours per hour worked up to a maximum of 48 hours.
Sick pay can be used for illnesses, taking care of a family member, or for other personal self-care reasons, such as doctor's visits, and must be used with discretion and manager approval.
Paid Sick Leave hours are encouraged if you are feeling symptoms of illness (see Infectious Disease Protocols)
Paid Sick Leave hours can be carried over from one year to the next with a maximum of 120 hours accrued.
Paid Sick Leave hours may be requested at any time through the employee portal in Homebase and requires manager approval.
There is no payout of Paid Sick Leave hours upon termination
May 11, 2023, marked the end of the federal COVID-19 Public Health Emergency (PHE) declaration.
June 8, 2023, marked the end of the Colorado PHE.

Employees must make a request for sick or family leave in BambooHR and include in the comments of that request:

the date or dates for which leave is requested,
the reason the employee is requesting paid sick time; and
a statement that the employee is unable to work, including by means of telework, for that reason.

Bereavement (full-time employees only)

When a death occurs in an employee's immediate family, full-time employees may take up to three (3) days off with pay to attend the funeral or make funeral arrangements.
Employees may take up to one (1) day off with pay to attend the funeral of a close, non-family member. The employee's manager will consider and grant this time off on a case-by-case basis.
The employee may request additional unpaid time off for up to four weeks.
Immediate family members are defined as an employee's spouse, child, stepchild, parent, stepparent, sister, brother, grandparent, grandchild, niece, nephew, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, or daughter-in-law.

Maternity and Parental Leave

For the birth and/or subsequent care of the employee's child.
For the placement and/or subsequent care of an adopted or foster care child.
Two weeks of paid leave maternity and parental for full-time employees
Vacation or Wellness hours may be used up to the maximum accrual available for full and part-time employees.
Up to four months of a combination of paid an unpaid leave.
The employee must be employed with the company for 12 months prior to Leave and worked at least 1,250 hours during the 12 months prior to Leave
Medical or Care of Family
The employee cannot work because of a serious medical condition.
The employee must care for an immediate family member who has a serious medical condition.
- Two weeks of paid leave of medical leave for full-time employees
- Vacation or Wellness hours may be used up to the maximum accrual available for full and part-time employees
- Up to two months of a combination of paid and unpaid leave
- The employee must be employed with the company for 12 months prior to Leave and worked at least 1,250 hours during the 12 months prior to Leave
- A doctor’s note or diagnosis may be required

Family and Medical Leave Act (FMLA)

FMLA definition: Section 101(11) of FMLA defines a serious health condition as "an illness, injury, impairment, or physical or mental condition that involves: inpatient care in a hospital, hospice, or residential medical care facility; or. continuing treatment by a health care provider.”
Serious Medical Condition examples - COVID-19; Pneumonia; Serious car accident resulting in a life-threatening diagnosis; Serious physical accident such as a broken bone and the inability to attend work for a time
FMLA only allows employees to take leave to care for their parents, not their in-laws.
FMLA will only cover care for children over 18 if the child is "incapable of self-care" because of a serious disability that impacts one of the "major life activities."

Jury Duty

SunWater Spa values civic responsibility and encourages employees to fulfill jury duty obligations without undue hardship. This policy applies to all employees, including full-time, part-time, and temporary staff.

Notification - Employees must notify their supervisor as soon as they receive a jury summons, providing a copy for documentation.
Compensation - Employees will receive a $50 payment per day while serving jury duty, regardless of the duration of their service.
Use of Paid Time Off (PTO) - Employees may choose to use accrued PTO to cover any additional time off needed for jury duty. If the employee decides not to use PTO or does not have enough accrued PTO, the time off will be unpaid beyond the $50 payment.
Verification - Upon returning to work, employees must provide verification of jury duty service (e.g., a court-issued statement of attendance).
Returning to Work - If jury duty lasts only part of the day, employees are expected to return to work for the remainder of their scheduled shift, if feasible.

updated 11/15/2024

Unpaid Leave

May be granted for personal circumstances, on a case by case basis, at the discretion of management.

Holidays

Holidays recognized by SunWater Spa

New Year’s Day, Memorial Day, 4th of July, and Labor Day - The Spa is OPEN.
Thanksgiving Day and Christmas Day - The Spa is CLOSED

Hourly and Commissioned Employees

Hourly employees will earn time and half for all hours worked on a holiday.

Salaried Employees

In exchange for working on a holiday, a salaried employee may take 1.5 times the number of hours worked (up to 12 hours) paid time off within 10 days of the holiday worked.
If a holiday falls on a weekend or a normally unscheduled workday, the employee may choose another day to take off within 10 days of the holiday.

Updated 12/20/22

Time away from work is essential for the overall well-being of each employee. We provide paid time off in the form of Vacation to all employees. We offer Sick Time Off to all employees according to Colorado State Law. We do our best to schedule part-time employees with consideration of their personal time and needs. All time off is tracked in Homebase. Your paystub may show negative hours, please disregard this as hours are tracked in Homebase

Definitions

Exempt Employees - Full Time Salaried employees, do not receive overtime pay
Full Time - Minimum of 32 hours per workweek. Salaried employees are expected to work 35 hours per week or as the business dictates.
Immediate Family - Spouse, parents, stepparents, sisters, brothers, children, stepchildren, grandparents, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, grandchild.
Maximum daily work hours - 12 hours per day
Non-exempt Employees - Full and Part-Time Hourly employees eligible for overtime pay
Overtime Pay - More than 40 hours per week or more than 12 hours per day. Overtime must be approved by a manager in advance.
Part-Time - Any hourly employee who consistently works less than 35 hrs per week.
Salary - A fixed compensation paid for regular work expressed as an annual amount
Unpaid Time Off - Time taken off without pay; requires manager’s approval
Vacation - A respite from work.
Work Week - Monday - Sunday

updated 3/11/24

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