Paid and Unpaid Time Off Policy
Refer to Section 5.2 and 5.3 of the Employee Handbook
Time Off Requests-
5.2 Paid Time Off
Full-time employees of the Company will be provided paid time away from work. These are -
1.Holiday
2.Vacation
3.PTO – pay for performance
1. HOLIDAYS
Full time employees worked for at least 90 days are eligible.
Employees in the following categories are eligible to receive holiday pay:
These are the 6 paid holidays in a year. You will be eligible for paid holidays after 90 days on the job as Full-time employee.
The following conditions apply to the Company's holiday pay policy:
2. VACATIONS
Fill out the Time Off Request Form on Intranet, to request time off. No exceptions.
You may only take up to max 5 straight days at a time.
Full-time employees will receive the following paid days.
2nd year (& beyond) begins after the first anniversary of date of employment and so on.
1st Year 0 Days
2nd Year 5 Days
3rd Year 10 Days
4th Year 10 Days
5th Year 15 Days
You may request to use a PTO day, but you may not take any vacation days before your first year of employment.
IMPORTANT – Written Warnings are noted as ‘Misconduct’ in your HR records
3. PTO – PFP (pay for performance) as noted above
Ways to Earn PFP Days:
5.3 Unpaid Time Off
These are –
Where the needs of business allow, or applicable state and/or federal law requires, employees may be given unpaid leaves of absence for Bereavement leave, Jury duty, Military duty and Voting.
Refer to Section 5.2 and 5.3 of the Employee Handbook
Time Off Requests-
- There is a time off request form on the Intranet. You need to fill this out to request any time off. You must receive approval from Corporate after the request is sent.
5.2 Paid Time Off
Full-time employees of the Company will be provided paid time away from work. These are -
1.Holiday
2.Vacation
3.PTO – pay for performance
1. HOLIDAYS
Full time employees worked for at least 90 days are eligible.
Employees in the following categories are eligible to receive holiday pay:
- Exempt (salaried) employees who have worked for the Company for at least 3 months.
- Nonexempt (hourly) employees who are classified as regular full-time employees and have worked for the Company for at least 3 months
- New Year's Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Christmas Day
These are the 6 paid holidays in a year. You will be eligible for paid holidays after 90 days on the job as Full-time employee.
The following conditions apply to the Company's holiday pay policy:
- Holiday pay will not be considered as time worked for overtime calculations.
- Holiday pay is computed at individual employee's base rate of pay.
- Holidays will not be paid to employees on any type of unpaid leave or probation.
- Holidays falling within an approved scheduled vacation will be recorded as holiday pay.
- Employee must be present at work on his or her last scheduled day prior to the holiday and the first scheduled day after the holiday to receive holiday pay.
2. VACATIONS
Fill out the Time Off Request Form on Intranet, to request time off. No exceptions.
You may only take up to max 5 straight days at a time.
Full-time employees will receive the following paid days.
2nd year (& beyond) begins after the first anniversary of date of employment and so on.
1st Year 0 Days
2nd Year 5 Days
3rd Year 10 Days
4th Year 10 Days
5th Year 15 Days
- Maximum 5 straight days at a time
- Only 5 days per quarter
- Use it or Lose it - Vacations must be used the year they are earned—they cannot be “carried over” to subsequent years.
- 45 Days Advance Approval Required
You may request to use a PTO day, but you may not take any vacation days before your first year of employment.
- Terminated employees who provide a written, 2-week notice are eligible to receive any vacation time earned from their last anniversary date, but not yet taken. Payment for unused vacation will be forfeited if:
- Less than a two-week notice is given.
- A two-week notice is given but the departing employee violates work standards and policies during the two weeks,
- The employee does not work out the entire 2 weeks’ notice, or
- The employee is terminated for misconduct.
IMPORTANT – Written Warnings are noted as ‘Misconduct’ in your HR records
3. PTO – PFP (pay for performance) as noted above
- Paid Pay-for-Performance day before/after Vacation or Holiday
- Not to exceed 5 consecutive days off
Ways to Earn PFP Days:
- Meet the Monthly Sales Goal = 1 PFP Day per month
- Techs must hit a minimum of $10,000 per month from sales of LHR, USF, and/or MesoPen
- Clinic Managers must hit a minimum of $25,000 per month from sales of LHR, USF, and/or MesoPen and reach the total clinic goal of $40,000 per month
- All consults are booked under the clinic managers unless they are off – consults are booked for what is convenient to the customer, not the tech.
- CoolSculpting sales cannot be used toward total sale accumulation for PFP days
- PFP days must become qualified, be verified, and are subject to the following:
- PFP days will not be considered qualified until 90 days or 3 months after the monthly goal has been reached and no refund requests have been submitted or processed from that month’s sales goal numbers
- Refunds that stem from the earned sales goal will render PFP days void
- PFP days must be approved for use by Regional Manager
- PFP days cannot be used to cover mandatory work days or Holidays
- PFP days cannot be used to extend a time off period in conjunction with any earned vacation days
- PFP days cannot be used when another tech or manager is scheduled off leaving the clinic in a “closed” state
- Dr. Kanase has authority to give PFP days at his discretion to whomever he believes has earned one regardless of part time, full time, clinic, or corporate status
- Employees are not privy to ask for or request PFP days that are not qualified or verified for any reason or for any circumstance
5.3 Unpaid Time Off
These are –
- Bereavement Leave
- Jury Duty
- Military Leave
- Voting Leave
Where the needs of business allow, or applicable state and/or federal law requires, employees may be given unpaid leaves of absence for Bereavement leave, Jury duty, Military duty and Voting.
- Bereavement Leave
- You will be entitled to take bereavement leave in the event of the death of an immediate family member, domestic partner, or grandparent, in accordance with applicable law. Immediate family is: father, mother, wife, husband, son, daughter, brother, sister, mother-in-law, and father-in-law. Requests for special consideration for particular circumstances should be directed to your Clinic Manager or your immediate Supervisor.
- You may take up to 3 days off for immediate family and 1 day off for others. These days are unpaid by the company; however, you may use personal days (PTO) if you are eligible.
- You will be entitled to take bereavement leave in the event of the death of an immediate family member, domestic partner, or grandparent, in accordance with applicable law. Immediate family is: father, mother, wife, husband, son, daughter, brother, sister, mother-in-law, and father-in-law. Requests for special consideration for particular circumstances should be directed to your Clinic Manager or your immediate Supervisor.
- Military Leave
- An unpaid leave of absence will be approved for employees who are members of active or reserve military service and are called to duty, in accordance with the provisions of the Universal Military Training and Service Act, the Uniformed Services Employment and Reemployment Rights Act, and any applicable state law, statute or ordinance. This includes both field training and emergency duty. Reinstatement of the employee after completion of service will be conducted in accordance with federal and state law. To request military leave, a copy of orders, specifying date and duration of duty, must be submitted to your Clinic Manager/Supervisor or to the Human Resources Department. Employees taking a military leave may utilize accrued but unused vacation time for a portion of the military leave, unless otherwise required by law.
- Voting Leave
- The Company encourages its employees to vote in every election. The Company will comply with all federal and state laws in that respect. Employees should try to vote prior to or following normal work hours.