Paid Time Off Policy

*Crew, Crew Trainers, Primary/Backup Maintenance, and Floor Supervisors*

 Granville Management and affiliated companies offer Paid Time Off benefits (PTO) to provide continued income when a staff employee’s personal illness, the illness of an immediate family member, or another personal situation requires absence from work. This policy does not affect an employee’s entitlement to unpaid leaves under the Family and Medical Leave Act (FMLA) (and state or local leave laws) or paid leave, if applicable, under the Short-Term Disability policy. This policy is intended to be interpreted and applied consistently with applicable federal, state, and local law, and therefore, to the extent that any such applicable laws provide for leave in addition to what is described herein, the applicable law shall always take precedence over this policy. This policy supersedes any old or existing sick, vacation, or personal time policies, including departmental policies and practices. Employees are expected to report to work at their established start time each workday. For planned absences, including but not limited to medical appointments, an employee should notify his/her General manager or scheduling manager at least 14 days before for approval. If an employee is unable to report to work due to illness or other unplanned personal situation, he/she must contact his/her immediate supervisor to request paid time off of work at least two hours before the start of the workday, or as soon as possible given other extenuating circumstances. Same-day paid time off requests related to personal time will be treated on a case-by-case basis and approval will be determined by the General Manager and Director of Operations. The office should be properly notified no later than 4 days prior to the pay date that the PTO will be paid. 

ELIGIBILITY 

All Crew, Crew Trainers, Primary/Backup Maintenance, and Floor Supervisors are eligible to earn paid time off as described by this policy.  After 90 days of consecutive service, accrual of PTO hours will begin.  Accrual will be calculated using regular hours worked only. Employees must have at least 50 regular hours in a pay period to accrue PTO.  Accrued time can be used immediately in 1-hour increments with a max of 38 hours per quarter.  Any unused time remaining at the end of the calendar year will carryover with a max of 38 hours.  All carryover hours are usable until the end of the calendar year in which they rolled into.  All carryover hours will be used before any current year accruals.  Unless an employee is on FMLA, after a break in service that lasts longer than 90 days, 90 days of consecutive service must be completed before accrual begins again.   

Calculation of PTO:  Regular hours worked x 2 % = PTO Hour(s)

Example: John Doe | 50 Regular hours worked x 2% = 1 hour(s) PTO | John accrued hours in 6 pay periods in 2018 

Carryover Example: January 1, 2019 | 6 hours carryover from 2018 to 2019. | The 6 carryover hours will be usable until 12/31/2019. 

PTO Policy Highlights

• PTO can NOT be used if an employee is suspended, or has missed time due to a violation of policy. 

• Any accrued PTO benefits terminate simultaneously with employment.  PTO is not payable upon separation.

• PTO can be used for a personal situation, personal medical appointments, or the medical appointment of an immediate family member.

• PTO time will not be paid in lieu of time off.

• If an employee takes time off due to an unplanned personal situation or personal/ immediate family member illness after his/her PTO is exhausted, to the extent allowed by applicable law, any additional time off for personal or personal/immediate family illness will be unpaid. However, there may be situations where the employee would be eligible for paid leave under the terms of the Short-Term or Long-Term Disability policies. Depending on the circumstances, and consistent with any applicable state or local law, any unpaid time off taken by the employee may be viewed as an unexcused absence under the Company’s attendance policy.

• The Company reserves the right to require a doctor’s note or medical documentation as a condition for paying PTO. For any absences in excess of three (3) consecutive days, unless there are reasons why medical documentation is not necessary, medical documentation will generally be required for the payment of PTO for absences due to medical reasons in excess of three consecutive days. 

• The Company will require an employee to use his/her paid sick time as part of an otherwise unpaid FMLA leave. 

• PTO can only be paid out in the pay period in which it was taken. It is the employee’s responsibility to properly notify and receive confirmation from their General Manager and Office staff to ensure PTO is paid out according to policy.   

GMC reserves the right, in its sole discretion, to amend, change or discontinue this program at any time with or without notice. This policy does not constitute a promise or establish any contractual rights between GMC and any of its employees. At GMC, employment is at will. This means that employees are free to terminate employment at any time, for any reason or no reason, with or without cause or prior notice, and GMC retains the same rights. Nothing in this document changes the employment-at-will relationship.

Policy Effective 1-1-19

 Paid Time Away Policy

*General/Store Managers, Department Managers, Swing Managers, Office Staff, and Director of Operations*

Starting January 1 2019 there will be some changes to our Vacation Policy. 

Granville Management (GMC) and all affiliated companies offer Paid Time Away benefits (PTA) to provide continued income when a staff employee’s personal illness, the illness of an immediate family member, or another personal situation requires absence from work. This policy does not affect an employee’s entitlement to unpaid leaves under the Family and Medical Leave Act (FMLA) (and state or local leave laws) or paid leave, if applicable, under the Short-Term Disability policy. This policy is intended to be interpreted and applied consistently with applicable federal, state, and local law, and therefore, to the extent that any such applicable laws provide for leave in addition to what is described herein, the applicable law shall always take precedence over this policy. This policy supersedes any old or existing sick, vacation, or personal time policies, including departmental policies and practices. Employees are expected to report to work at their established start time each workday. For planned absences, including but not limited to medical appointments, an employee should notify his/her Supervisor at least 14 days before for approval. If an employee is unable to report to work due to illness or other unplanned personal situation, he/she must contact his/her immediate supervisor to request paid time off of work at least two hours before the start of the workday, or as soon as possible given other extenuating circumstances. Same-day paid time off requests related to personal time will be treated on a case-by-case basis and approval will be determined by the immediate supervisor. The office should be properly notified no later than 4 days prior to the pay date, that the PTA will be paid.

ELIGIBILITY 

All Full Time General/Store Managers, Department Managers, Swing Managers, Office Staff, and Directors of Operations are eligible to earn paid time away as described by this policy.  Accrual will begin immediately after promotion to an eligible position.   Accrual will be calculated using regular hours worked only. Employees must have at least 25 regular hours in a pay period to accrue PTA.  Accrued time can be used one year after promotion to eligible job class, in 1-hour increments with a max of 38 hours per quarter.  Any unused time remaining at the end of the calendar year will carry over with the max amount allowed per tier.  All carryover hours are usable until the end of the calendar year into which they rolled into.  All carryover hours will be used before any current year accruals.  Unless an employee is on FMLA, after a break in service that lasts longer than 90 days, 90 days of consecutive service must be completed before accrual begins again. When any employee is promoted to a PTA-eligible position from a PTO-eligible position, any unused PTO becomes null and void when PTA hours are eligible for payout.     

EX: A Crew Trainer promoted to Swing Manager

Calculation of PTA:  Regular hours worked x 2% = PTA Hour(s)

{Salary Calculation:  80 hours x 2% = PTA Hour(s)

Eligible Job Class

Swing/Department (FO/LA) General/ Store Managers. Office Staff, DOO

 Years of Service    1      Max Carry-Over Hours   38  

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Swing/Department (FO/LA) General/ Store Managers. Office Staff, DOO

Years of Service   4     Max Carry-Over Hours   76      

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Department (FO) General/ Store Managers. Office Staff, DOO

Years of Service   7     Max Carry-Over Hours   114   

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General/ Store Managers. Office Staff, DOO

Years of Service   15     Max Carry-Over Hours   152      

FO= Full Open Flexible Availability / LA=Limited Availability 

DOO=Director of Operations

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Example: John Doe | Worked 3 years as a Swing Manager | 50 Regular hours worked x 2% = 1 hour(s) PTA | John Doe accrues time in 6 pay periods in 2018.

Carryover Example: January 1, 2019 | 6 hours carryover from 2018 to 2019. | 6 carryover hours will be usable until 12/31/2019. 

PTA Policy Highlights

• PTA can NOT be used if an employee is suspended. 

• Any accrued PTA benefits terminate simultaneously with employment.  PTA is not payable upon separation.  

• PTA can NOT be used concurrently with working hours.  PTA time will not be paid in lieu of time off.  

• PTA can be used for a personal situation, personal medical appointments, or the medical appointment of an immediate family member. 

• If an employee takes time off due to an unplanned personal situation or personal/ immediate family member illness after his/her PTA is exhausted, to the extent allowed by applicable law, any additional time away for personal or personal/immediate family illness will be unpaid. However, there may be situations where the employee would be eligible for paid leave under the terms of the Short-Term or Long-Term Disability policies. Depending on the circumstances, and consistent with any applicable state or local law, any unpaid time away taken by the employee may be viewed as an unexcused absence under the Company’s attendance policy.

• The Company reserves the right to require a doctor’s note or medical documentation as a condition for paying PTA. For any absences in excess of three (3) consecutive days, unless there are reasons why medical documentation is not necessary, medical documentation will generally be required for the payment of PTA for absences due to medical reasons causing absences in excess of three consecutive days. 

• PTA can only be paid out in the pay period in which it was taken. It is the employee’s responsibility to properly notify and receive confirmation from their General Manager and Office staff to ensure PTA is paid out according to policy.   

•Employees are required to clock in and out using the tracking software provided by the company.

GMC reserves the right, in its sole discretion, to amend, change or discontinue this program at any time with or without notice. This policy does not constitute a promise or establish any contractual rights between any of its employees. At GMC, employment is at will. This means that employees are free to terminate employment at any time, for any reason or no reason, with or without cause or prior notice, and GMC retains the same rights. Nothing in this document changes the employment-at-will relationship.