a. VACATION
ASEI offers Paid Vacation to all employees, available to you on your 90th day of employment. We offer this benefit to provide our employees with a bank of hours to draw from to take time off from work and still get paid. Vacation hours may be used for vacations as well as other purposes, including all reasons listed under Washington State’s Paid Sick Leave law; such as taking time off to care for yourself or family member, bereavement, absences due to domestic violence, etc. Vacation hours begin accruing, for each hour worked, at start of employment as follows (based on hours worked and a 40-hour work week): Field/Shop Employees (hourly)
1 to 2 years: 52 Hour annual accrual
3 to 9 years: 80 Hour annual accrual
10+ Years: 120 Hour
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Vacation time is accrued, by the hour worked, during the course of the year and may be carried over from year to year (for employees with more than one year of service)
2. Unused vacation time accrued during the 1st year of employment will not be paid out if separation occurs within the first year
3. Vacation time is only accrued for actual hours worked; it is NOT accrued for paid or unpaid time away from work
4. Vacation time is paid at the employee’s base pay rate at the time of vacation
5. Vacation time is not used in calculating weekly overtime
6. Accrued vacation time will be shown on your weekly paycheck stub as soon as it is available for use; after 90 days of employment
7. All unused accrued vacation hours may be payable to the employee upon termination of employment. However, if the company, in its sole discretion, terminates employment for cause, forfeiture of unused vacation hours may result
8. After one year of employment, employee can cash out up to ½ of their accrued vacation hours in lieu of taking time off
9. Exceptions to this will be reviewed on a case by case
The Family and Medical Leave Act of 1993 (FMLA) provides certain employees with up to 12 weeks of unpaid leave and job protection for childbirth, adoption or foster care; to care for a seriously ill child, spouse, or parent; or for an employee’s own serious illness (Cañas & Sondak, 2011). It also requires that their group health benefits remain intact during the unpaid leave of absence. The employee must have worked for the employer for at least a year and must have earned 1,250 hours of service during the previous 12 months ((Cañas & Sondak, 2011, pg. 70).
Arizona employers who do not currently offer paid sick time will be required to start accruing as of July 1, 2017. There has been an enormous amount of debate over whether there is a need to offer sick time, especially to employees who have paid time off which can be used for anything, including sick days. On the other hand, there is a significant need for employees who are not offered any paid sick time or paid time off. You will find a mix of employees and employers on either side and sometimes on both sides of this debate. Few will change their opinion when they think of themselves as the employee versus the employer and vice versa. Employers and employees have raised concerns alike regarding whether providing days specifically denoted as sick will encourage more unplanned days off, will negatively impact those that do not get sick, and whether it is fair to require sick time versus paid time off in which we can all agree everyone should have paid sick time when the
Do you have anything in writing where the company offered to pay you to take some time off? No, just my paycheck stub indicating full paid time off
This allows the company to change and alter the work schedule as needed. Article V, Section 5.1; the basic workweek shall be from 12:01 a.m. Sunday and end at mid-night 12:00 a.m. Saturday. Sunday is not a scheduled day, no matter how each side argues, Sunday is a day off and if not, credit is to be given to that
The FMLA was passed to help families in the time of a crisis so that the individuals would not have to choose between work and personal responsibilities. The eligible employees are permitted to take unpaid, job-protected leave for specified family and medical reasons. The leave can last up to twelve workweeks in any twelve-month period. Reasons for leave include: pregnancy, prenatal complications, adoption/ fostering of a child, hospitalization, care of an immediate family member, or a health condition that makes the employee unable to do his or her job (Solis). This law applies to any employer “engaging in commerce” ...
As a person who has worked since the age of 16, continuously without very many breaks in between, it can be easy to feel burned out after a while. Typically, Americans are allowed a two-week vacation after 1 year, and any time after 25 years, up to 5 weeks. This can indicate that the majority of Americans spends a substantial amount of time at work, as opposed to being with their family, or having time to themselves, thus aiding in a stressful lifestyle. For example, it has been stated that “people continually exposed to high levels of stress in their jobs may pay a price in their well-being (Etzion, 2003, p. 214). When this happens, there is a possibility that the individual will be unenthusiastic about going to their place of employment, and only going due their financial responsibilities There is also a chance that the employee may want to pursue a career elsewhere, which can be bad for business if the worker is considered as valuable. In my place of employment,
conditions. During this leave the employee's benefits, position, health benefits and pay are protected as
The FMLA benefits the employee by allowing an individual to take up to 12 workweeks off if their situation is one of the reasons covered under FMLA. Accumulated sick leave and vacation time can be used in conjunction with the FMLA period of absence, but once the pay benefits run out, the employer is not required to pay the employee for the rest of the time the employee is on the FMLA leave of absence.
Employees who pay into the State disability insurance fund qualify for six weeks of paid leave at a 55% of their weekly earnings with a capped amount (PFLCA, 2015). Please see the attached
Offering employee benefits is one way a company must competes in today’s marketplace to retain old employees and attracts new ones. These benefit packages may range from offering basic health insurance to additional discretionary and perk benefits such as vacation and retirement packages. Benefit packages are often a large portion of employee costs and Federal mandates require an employer to carry and offer certain benefits even if they offer nothing else. Federally required employee benefits make up approximately a quarter of the costs associated with employer offered benefit packages. Some of these mandated benefits include Social Security, Worker’s Compensation Insurance, and the Family Medical Leave Act.
Contingent workers have long been employed to fill seasonal jobs, to complete specialized projects, and to fill in for employees on leave. When business is cyclical, companies hire temporary employees during their busy season, such as summer vacation, the winter holidays, harvest time, and tax season. Temporary staffing firms emerged in the 1960s, primarily to supply clerical and secretarial jobs (Rassuli, 2005). Some companies hire temporary help to protect regular employees from overextending themselves. Some projects require workers with a specific skill set which may not be needed the rest of the time. In this case, an organization relies a on contractor or freelancer to complete the project. Contingent workers often provide immediate temporary replacement for employees on vacation or leave (Paul & Townsend, 1998). Agencies such as Robert Half may supply companies with contingent workers with as little as a few hours notice (M. Kelley, personal communication, December 12, 2013).
Other benefits aligned with paid time off is sick leave awarded in 4 hour increments per pay period with no limit on accruals. Employees may use this time to attend medical appointments for themselves and dependents. The sick leave bank is also used for bereavement (up to 5 days) and funeral (up to 3 days) time off when unfortunate deaths occur.
Divine Command Theory is the ethical theory that presents the argument that decisions of what is right and wrong comes from the will of God. It states that actions commanded by God are moral or right, and actions condemned by God are immoral or wrong. It also explains that in order to be a moral individual you must follow and obey the commands of God. The argument in Plato’s Euthyphro is presented in the form of the question, “Is something good or moral because God commands it to be, or does God command something because it is good or moral?”.
Scheil-Adlung, X., S and Ner, L. 2010. Evidence on paid sick leave: Observations in times of crisis. Intereconomics, 45 (5), pp. 313-321.
From my personal experience working in human resource when doing orientation it doesn’t state whether the employee automatically earn those benefit or are they accrual in the monthly bases. Also one of my recommendations is put in place a probation period for three month before any new employee can call out sick.