If you do not have a scheduled shift, you are not obligated to schedule one. So, if you have no shift scheduled, and are not feeling well, you do not need to take time off to take a break. All workers are eligible to accrue paid sick leave benefits under this policy, unless covered by a jurisdiction-specific sick and safe time or mandatory paid leave policy in your state or municipality that provides greater benefits. Sick leave provided will always comply with applicable laws.
Eligible employees will accrue one hour of sick leave per thirty hours of work. Sick leave that remains unused at the end of a year will be carried over, provided that accrual is capped at 80 hours of paid sick leave, and employees may not use more than 40 hours of paid sick leave per year.
Sick leave may be used in two hour increments of time. To the extent allowed by applicable law, the Company reserves the right to require the use of available sick leave for one of the reasons specified below.
Sick leave is to be used to cover a scheduled shift only during times that an employee cannot work for the following reasons:
Illness, medical appointments, and/or family care
An employee’s: existing health condition including a mental or physical illness, injury, or health condition; to allow an employee to obtain medical diagnosis, care, or treatment (including home care) for the same; or for an employee’s need for preventive medical care or routine medical appointments.
To allow an employee to care for their family member with an existing health condition including a mental or physical illness, injury, or health condition; to allow an employee’s family member to obtain medical diagnosis, care, or treatment (including home care) for the same; or for an employee’s family member who needs preventive medical care or routine medical appointments.
When an employee who is the victim of domestic violence, sexual assault, or stalking, for the purposes of obtaining injunctive relief, shelter or crisis center services, psychological counseling, to participate in safety planning or to seek other relief to ensure the health, safety, or welfare of the employee or the employee’s child or children.
Bereavement leave due to the death of a family member.
Pregnancy loss or miscarriage.
For purposes of this policy, a “family member” means the employee’s spouse, domestic partner or equivalent designation, child, parent, or any other covered family members, such as a sibling, grandchild, grandparent, or the “family member” of a spouse or domestic partner.
If an employee’s need for sick leave is unforeseeable, they must notify their supervisor prior to their scheduled start time and should refer to the Attendance and Punctuality section of the Handbook for specific call-off requirements.
If an employee uses sick leave for three (3) or more consecutive workdays, or other under circumstances permitted by applicable law, the Company may require a doctor’s note or other verification of the employee’s need for the absence. For absences due to an employee’s own illness, injury, or health condition, the Company reserves the right to require a release from the employee’s health care provider before the employee returns to work.
Employees misusing sick leave or violating this policy's rules on its request, use, or verification may face disciplinary action, including termination.
Employees will be paid for sick leave at their base salary or base hourly rate of pay.
The Company does not compensate for unused sick leave, even at employment termination.
This provision is intended to comply with state and local laws providing sick and safe time or mandatory paid leave, and will not provide duplicative benefits under such laws.