PAID TIME OFF - SALARIED EMPLOYEES

Personal Time Off

Eligibility:     

Salaried employees are eligible for Personal Time Off (PTO) and receive it at the beginning of full time employment and on every subsequent employment anniversary date according to the schedule as stated in the Paid Time Off – Salaried Employees policy.

Before using PTO, employees must successfully complete three (3) months of employment.

Before using PTO, employees must satisfactorily complete the orientation training requirements as determined by the immediate supervisor.

Use:     

PTO requests for less than three (3) days needs to be given verbally or in writing to the supervisor with as much notice as possible. A contact person is designated in the employee’s absence. 

PTO requests for three (3) days or more needs to be given verbally or in writing to the immediate supervisor two (2) weeks in advance.  The employee will discuss and make arrangements for any pending meetings, appointments, and other commitments that are planned during their absence.  A contact person is designated in the employee’s absence.

PTO requests for two (2) weeks or more needs to be given verbally or in writing to the immediate supervisor four (4) weeks in advance of the first PTO day. The employee will discuss and make arrangements for any pending meetings, appointments, and other commitments that are planned during their absence.  A contact person is designated in the employee’s absence.

Advances on PTO are not permitted.

PTO must be used for all time off and cannot be used to supplement income over full time status.  

Limits:     

Employees need to use their PTO within their individual year of full time service.  The PTO balance is not carried over from one service year to another.  (For example, if an employee’s start date is June 1st, all PTO must be used by May 31st of each subsequent year).  If the PTO is not used by the end of the service year, the employee loses it.

Employees should be aware of their PTO balance as they approach their anniversary date.  The PTO balance is stated on the bi-weekly payroll advice. Employees can access their PTO balance on Solana under the “My Time Off" tab.  Mains’l Services does not notify an employee of their approaching anniversary date and the possible loss of PTO

Termination:    

An employee cannot use PTO as part of the notice given before resigning.

PTO is not paid to the employee at the time of resignation or termination.

Comment:    

PTO accounts are maintained by the payroll department. The PTO balance is recorded on the payroll advice or payroll check stub.  

Interpretation:

The Human Resource Department is responsible for interpreting the PTO policy and procedure.  

Sick Leave

Eligibility:

All salaried employees are eligible for sick leave and receive it at the beginning of employment and on every subsequent employment anniversary date.

Before using sick leave, employees need to successfully complete three (3) months of employment.

Before using sick leave, employees need to satisfactorily complete the orientation training requirements as determined by the immediate supervisor.

The amount of sick leave credited to the employee remains the same throughout the length of employment (six (6) days per year).

Use:

Sick leave may be used for illness, injury, or medical/dental appointments of employees or their spouse, children, parents, sibling, mother-in-law, father-in-law, grandchild, grandparent, or stepparent.                             

Sick leave may be used for an employee or relative (as listed above) to provide or receive assistance because of sexual assault, domestic abuse, stalking, or harassment.

Sick leave which can be anticipated should be requested with as much notice as possible.

We ask that unexpected sickness or injury is telephoned to the supervisor at least four (4) hours prior to the scheduled shift.

Limits: 

An employee cannot use sick leave as part of the notice given before resigning.

A doctor’s statement may be required to verify absence. A doctor’s statement may be requested upon return to work if the sick leave is (3) days or more.

Limit on sick leave accrual is twenty (20) days.

If absence exceeds three (3) consecutive days, and is considered a “serious health condition,” the Family and Medical Leave policy applies and continuing absences are counted toward the FMLA leave.

If an employee changes status from FT to PTWB or PT and has accrued Sick Leave, they will be eligible to use that sick leave until their next Anniversary date. Whatever sick leave is not used by that time will be lost and their Sick leave balance will be set back to zero (0) days. 

Termination:

Sick leave is not paid upon termination.

Comment:

The payroll department maintains the sick leave accounts.  The sick leave balance is recorded on the payroll advice or payroll check stub.  

Interpretation:

The human resource department is responsible for interpreting the sick leave policy and procedure.

Bereavement Leave:

Eligibility:    

All salaried employees are eligible for Bereavement Leave. 

Use:

Up to three (3) days can be used in the event of the death, funeral or estate settlement of an immediate family member.

Bereavement Leave may be used for employees who experience miscarriage, ectopic pregnancy, or stillbirth as well.

Immediate family members include spouse, parents, children (including unborn children), siblings, grandparents, step-children, parents-in-law, sister-in-law, brother-in-law, daughter-in-law, and son-in-law.

If the Funeral Leave is needed, employees notify the supervisor, verbally or in writing, with as much notice as soon as possible.

Limit:    

No Limit

Termination:    

Funeral leave benefits do not accrue and no payment is made for unused funeral leave benefits upon termination. 

Interpretation:    

The human resource department is responsible for interpreting the Funeral Leave policy and procedure.

Jury Leave

Eligibility:    

All salaried employees are eligible for paid time off while serving on a jury. 

Use:    

Up to a maximum of two (2) weeks of pay to supplement jury pay.

The employee is asked to help find replacements for their jury leave.  Replacement employees should not incur overtime by working the replacement shift.

If Jury Leave is needed, employees notify the supervisor, verbally or in writing, with as much notice as soon as possible. Documentation of Jury Duty from the County, District or Federal court is also submitted to the employee’s supervisor, who partners with human resources to coordinate jury pay.

Limits:    

Paid jury leave from Mains’l Services supplements the Jury Duty Pay from the court.  The money received from the court system is deducted from the paid jury leave that Mains’l Services pays the employee.   If the court reimbursement exceeds the compensation lost through not working, supplement pay is not made.

The employee and the supervisor determine the extent of the employee‘s job responsibilities while on jury duty.

Termination:

Jury leave benefits do not accrue and no payment is made for unused jury leave benefits upon termination.

Interpretation:

The human resource department is responsible for interpreting the jury leave policy and procedure.  

Parental Leave

Eligibility:    

All salaried employees, who have been employed a minimum of one consecutive year prior to the leave request, and have been full time during that year, are eligible for paid time off following the birth or adoption of a child.

Use:   

Parental leave is available following the birth or adoption of a child. The employee completes the “Mains’l Parental Leave” with approximate dates of the leave, and submits to the immediate supervisor.  

Record Parental Leave hours on the Salaried Employee Time Sheet, noting date and total hours taken. Write the hours in the “Parental” column.  The time sheet must be approved by the supervisor who then submits it to payroll.

Parental leave is paid on the basis of an eight (8) hour day/forty (40) hour week.

Limits:    

Four (4) weeks, or 160 hours, is the maximum of paid leave.

The leave must be taken within the first six (6) months of the birth or adoption.  

The cost of medical, life, and dental benefits must be assumed by the employee effective on the first of the month following four (4) weeks of leave.  For employees who are eligible for Family and Medical Leave benefits, other arrangements may apply.  (see policy Family and Medical Leave.)    

Termination:   

Parental leave benefits do not accrue and no payment is made for unused parental leave benefits upon termination.

Comment: 

If the employee requests a leave in excess of four (4) weeks, the Family and Medical Leave or the Unpaid Leave of Absence policy must be followed.

Interpretation:    

The human resource department is responsible for interpreting the Parental Leave policy and procedure.

*For information on paid holidays, see Holiday Schedule Policy and Procedure