Full-time employees are eligible for vacation; full time employees are those working regularly scheduled 30+ hours per week. The award of vacation begins with the first full pay period worked by the employee after their start date of employment. Tracking of an employee’s time away from work is the responsibility of the employee, barring manager approval of time away, and should be accurately reported in the timekeeping system. The Manager, subject to Human Resources review, will be responsible for confirming final vacation and sick leave usage to Payroll upon the employee’s termination of employment. To the extent that these policies are inconsistent with any state or local laws, the Company shall modify the policy and comply with the applicable legal requirements. Interns are not considered full time employees, and therefore not eligible for vacation.
Vacation awards increase the first pay period after the employee’s anniversary date. Vacation is accrued according to the schedule below.
| Years of service | Full time (40 hours) accrued per pay period | Maximum days per year full time 40 hours | Full time (30 hours) accrued per pay period | Maximum days per year full time 30 hours |
| 0 to 3 | 3.08 | 10 (80 hours) | 2.31 | 6 (60 hours) |
| 4 to 9 | 4.62 | 15 (120 hours) | 3.46 | 11.25 (90 hours) |
| 10 to 14 | 5.54 | 18 (144 hours) | 4.15 | 13.5 (108 hours) |
| 15+ years | 6.15 | 20 (160 hours) | 4.62 | 20 (120 hours) |
Vacation is only awarded for periods of active work or periods when the employee is compensated by sick leave or vacation. Vacation is not accrued during unpaid time or other leave of absence. Officers may take paid vacation at their discretion and are not required to track vacation usage, but it will be expected that officers take no more than 15 days of vacation per year. Upon reaching 10 years of service, Officers may take additional vacation according to the schedule above. Officer exceptions to this policy are noted below.
Vacations must be scheduled and approved by your supervisor at least two (2) weeks in advance. Also, the Company, at its sole discretion, may require you to take your vacation at a particular time, and may also refuse your application for vacation where business needs dictate.
Vacation should be used in the calendar year in which it is awarded, and up to one week (40 hours) of unused vacation may be rolled over into the next calendar year, except as otherwise provided by state or local law. Exceptions to this policy include:
- In California, all accrued but unused vacation will roll over to the next calendar year, but California employees may not accrue any vacation above 1.75 times the applicable annual cap (i.e., 17.5 days for 0-3 years, 26.25 days for 4-9 years, 31.5 days for 10-14 year, and 35 days for 15+ years), at any given time. Once your unused and accrued vacation reaches the applicable maximum, you will not become eligible to accrue any additional vacation time until prior vacation time has been used and your accrued balance falls below the maximum accrual cap.
- In Colorado, employees may roll over any unused vacation to the next calendar year, but may not accrue any vacation above the applicable annual cap (i.e., 10 days for 0-3 years, 15 days for 4-9 years, 18 days for 10-14 years, 20 days for 15+ years) at any given time. Once your unused and accrued vacation reaches the maximum cap, you will not become eligible to accrue any additional vacation time until prior vacation time has been used and your accrued balance falls below the maximum accrual cap. Officers in Colorado must follow this rule and therefore must report vacation taken in payroll system by the end of the year, even if they have taken no vacation and will record zero hours taken.
In order to roll over unused vacation, employees must report vacation taken in payroll system by the end of the calendar year, even if they have taken no vacation and will record zero hours taken. Vacation rollover must be used before vacation accrued during the calendar year. Employees may be advanced current calendar year vacation before it is accrued, provided they obtain Manager approval. Vacation taken or advanced before it is accrued will be an advance of pay. If a departing employee has taken more vacation than has been accrued as of the last day of employment, the differential will be deducted from the employee’s final pay, to the extent allowed by federal and state law.
Upon voluntary resignation, any accrued but unused vacation time will be paid out to the departing employee, provided that the employee has submitted a written notice of at least two weeks and has reported and had approved all current vacation time taken in payroll system. For all other separations, unused accrued vacation is forfeited and will not be paid to the departing employee unless approved by an Executive Officer. Officers will not be paid out unused vacation upon separation for any reason, unless otherwise required by law. For all other separations, unused awarded vacation is forfeited and will not be paid to the departing employee unless approved by an Executive Officer. State or local law may require vacation time be paid out regardless of the notice period or reason for termination.