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Employee Handbook Website offers a full range of benefits programs including medical,
dental, vision, life insurance, 401(k), flexible spending accounts, stock
option program, short term and long term disability programs, and a discounted
health club program. An Employee Benefit Summary has been designed to
provide a brief summary of many of the benefits listed above. More detailed
information about these benefits may be found there as well as in the
individual plan booklets, and the official plan documents. The provisions
of the official plan documents shall control in the event of conflict
between the above mentioned documents.
Temporary employees, consultants, freelancers and independent contractors
are not Employee Handbook Website employees and as such, are not eligible for any
of the company benefits.
Workers Compensation
Employee Handbook Website furnishes workers’ compensation insurance coverage
at its expense. Workers’ compensation insurance is intended to
provide medical care and pay for lost time resulting from injuries on
the job and those illnesses caused by work. Wage benefits such as hospitalization
become effective following a waiting period. If an employee is injured
on the job, the employee must report the injury to a manager or Human
Resources immediately in order for the proper reports to be filled out.
Employee Handbook Website or its insurance carrier may not be liable for the payment
of workers’ compensation benefits for any injury which arises
out of an employee’s voluntary participation in any off-duty recreational,
social, or athletic activity which is not a part of the employee’s
work-related duties. In order for employees to see their own physician
for a workers’ compensation claim, an employee must have placed
a note in his/her employment file prior to any filing a claim. top
Cobra (Consolidated
Omnibus Budget Reconciliation Act)
COBRA is the temporary extension of health coverage at group rates when
coverage under the plans would otherwise end. Human Resources can provide
more information regarding these rights. If an employee leaves Employee Handbook Website,
he or she will be provided with further written information about COBRA
rights. top
Vacation
Vacation time is provided to promote rest and relaxation away
from work. Employees earn vacation credit beginning on their first day
of work at a rate of 15 days (120 hours) per year, or 1.25 days (10
hours) per month. A day's pay for full-time employees will equal eight
hours' pay at the employee's base compensation. A day's pay for part-time
employees will equal a prorated amount of hours, based on the number
of hours the employee is normally scheduled to work.
Employees are encouraged to use all earned vacation pay each year to
avoid reaching the cap on benefits. Earned vacation pay may be carried
over from year to year. However, once an employee reaches a cap of 15
days (120 hours), he or she will stop accruing vacation benefits. Once
an employee uses enough vacation time to fall below the 15-day/120 hour
maximum, he or she will begin to earn benefits again, but only from
that date forward.
In order to facilitate the scheduling of your vacation, we ask that
y our preference for vacation time be submitted to your manager as far
in advance of your vacation as possible. Vacation time preference will
normally be honored, subject to the needs of Employee Handbook Website.
Employees should submit an approved Time Off Form, to Human Resources
and Payroll. Individuals are responsible for ensuring the accuracy of
their paychecks, vacation accrual and deductions. In case of any questions
or discrepancies, please inform Payroll or the Human Resources Department
immediately.
Some final points with respect to vacation time:
- Employee Handbook Website will not advance vacation time under any circumstances;
- Employees do not earn vacation time while on leave of absence, and
- Upon separation from Employee Handbook Website, accrued vacation time that has
not been used will be paid at the employee's final rate of pay. top
Holidays
Employee Handbook Website recognizes the importance
of leisure time in achieving greater productivity, and therefore, provide
paid holidays each year. The holiday schedule for 2002 is:
New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Independence Day
The day after Independence Day
Labor Day
Thanksgiving Day
The day after Thanksgiving
Christmas Day
In addition to the holidays listed
above, employees can enjoy one floating holiday to be taken on the day
of their choice. A floating holiday must be taken in the year it is
earned and, much like vacation time, a floating holiday request should
be submitted - in advance of taking - it to your manager and Human Resources
for approval.
Holiday benefits will be paid to at
the following rates:
Full-time employees will receive eight hours of pay at the employee’s
regular rate.
Part-time employees will receive pro-rated paid holidays, based on the
number of hours the employee is regularly scheduled to work. Employees
on leave of absence are ineligible for holiday benefits while they are
on leave of absence. top
Sick Leave
In order to minimize the economic hardship
that may result from an unexpected short-term illness or injury, Employee Handbook Website provides its employees with sick leave. Full-time employees
are eligible for up to five days, or forty hours, of sick leave during
each calendar year. Part-time employees are eligible for pro-rated sick
leave, based on the number of hours the employee is regularly scheduled
to work. Sick leave benefits are earned on a pro-rated basis for each
complete calendar month of service. Sick leave does not accrue from
year to year nor will it be paid out at the end of the year, or upon
termination.
Employees who are unable to report
to work due to personal illness or injury need to contact their manager
as soon as possible and prior to the beginning of the work day.
Sick Leave
and Attendance
Regular attendance and timeliness are critical to business operations.
Therefore, absenteeism and tardiness must be kept to a minimum. If an
employee exceeds the sick time allotment for the year or is consistently
and/or considerably tardy, it is considered excessive and could lead
to disciplinary action up to and including termination. top
Pets in the Workplace
Employee Handbook Website recognizes that pets in
the workplace may be enjoyable to employees while at work. Therefore,
Employee Handbook Website allows employees to bring certain pets to work where property
management rules permit. Pets must well trained and not dangerous, hostile
or poisonous. They should never pose any harm or risk to Employee Handbook Website
employees or visitors. Pet owners must control their pets at all times
and are fully and solely responsible for any and all pet accidents that
should arise. In addition, employees are required to ensure that their
pets do not create any disruption or distraction in the workplace. Employee Handbook Website reserves the right to advise employees that their pets are not
allowed in the workplace. top
Volunteer Time Off
Employee Handbook Website is committed to sharing
the company success within the communities in which the company conducts
business. In support of this commitment, Employee Handbook Website employees are encouraged
to become involved with community service efforts. Therefore, Employee Handbook Website
provides up to two days (16 hours) paid time off per year so that employees
can volunteer their time to a charity/community service of their choice.
To use volunteer time off, and prior to taking the time off, employees
should submit a completed Time Off Request Form to their managers and
Human Resources for approval.
Volunteer time off may not be accrued,
and employees will not be paid for unused volunteer time upon termination. top
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