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2.03 – Paid Time Off and Holiday Pay

Vacation and Sick Time:

Full-time employees working a minimum of 30 hours per week are eligible for paid time off as defined below. 

General Information Regarding Paid Time Off Procedures:

– During an approved leave of absence, all employees are required exhaust their earned paid time. Please refer to the Leave of Absence policies.

– Sick and vacation time may only be used in 15-minute increments.

– If a holiday falls within a scheduled vacation period, it is not counted as a vacation day. The employee will receive holiday pay in accordance with P&P 2.03.3 – Holidays.

– In the event an employee calls off for a schedule shift, the employee will automatically be paid from his or her bank of sick time. If there is no sick time available, the employee will be paid from his or her vacation bank. If no paid time off is available, the employee will receive no pay and may be subject to attendance occurrences under P&P 2.08 – Attendance

– If the employee calls off for a scheduled shift, the employee will be paid from his or her sick or vacation bank up to a total of 30 hours of pay for the work week (not to exceed 40 hours total unless a buyback is requested). For example, if the employee calls off from his/her eight hour shift on Monday but works 36 hours that week, the employee will not receive any sick pay unless s/he completes the Leave Form request.

– NOTE: Employees that wish to take prescheduled time off between November 20th and January 5th must submit their leave form prior to November 1st. Requests submitted after November 1st will not be considered unless for extraordinary circumstances as approved by the Executive Director or Associate Director.

– The employee is permitted to carry over a maximum of 40 hours of vacation and 375 hours of sick time each benefits accrual anniversary. Any hours in the employee’s bank over the cap is paid to the employee as a “Buy-Out” in the pay period following the employee’s benefits accrual anniversary.

Sick Time:

Upon hire or upon change of status to a full-time employee (working over 30 hours per week), employees will earn paid sick time at a rate of 2.00 hours for every 80 hours worked.

Sick time may be used for the following reasons:

– An illness or injury of the employee or the employee’s immediate family member (includes employee’s spouse, child, stepchild, mother, father, stepmother, stepfather, legal guardian)

– Any approved, documented absence covered under the Family and Medical Leave Act or Medical Leave

– Medical, dental, or optical examination or treatment of the employee or the employee’s immediate family member. Employees who wish to request PRESCHEDULED sick time must give a minimum of one (1) weeks’ notice.

– An illness or injury suffered by an employee during the course of employment.

Vacation Time:

The vacation year is defined as the 12-month period following the full-time employee’s hire date or benefits eligibility date-based change of status to full-time (whichever is applicable).

Vacation is earned based on how many hours per year the employee works and calculated as follows based on years of service:

Years of Service
1-2 years
3-5 years
6+ years

Formula
Hours worked previous year x 0.0385
Hours worked previous year x 0.0577
Hours worked previous year x 0.07695

Maximum Hours Earned
80 hours
120 hours
160 hours

Management reserves the right to negotiate additional paid vacation at the discretion of the Executive Director.

Earned vacation becomes available for use annually on the full-time employee’s anniversary or the annual anniversary of becoming a benefits-eligible employee.

Vacation time can be requested for any reason as long as its use is pre-approved. To utilize prescheduled Vacation time, all employees must give a minimum of two (2) weeks’ notice by using the Leave Form through Open Door online employee hub. The request must be approved by the employee’s supervisor and/or department scheduler.

Buy Backs of Paid Time Off:

Employees are eligible to buy back a portion of their unused but earned vacation and sick time.  The employee must complete the Buyback Request form through the Open Door employee hub and have it approved by the Executive Director and/or Associate Director.  Buybacks are typically ONLY processed with the bi-weekly payroll dates. 

Vacation Time Buy Back

– Employees may buy back vacation time from their bank over a 40-hour minimum bank (limited to 40 hours per pay period)

– Buy backs are hour-for-hour and based on the employee’s current rate of pay

Sick Time Buy Back

– Employees may buy back sick time for their bank over their 200-hour minimum bank

– Buy backs are hour for hour and based on the employee’s current rate of pay

– Employees must buy back sick time at a total minimum of 12 hours

– Employees may additionally buy back up to 32 hours from their bank once per calendar year (without meeting the 200-hour minimum as listed above)

Paid Time Procedures – Employment Separation:

Employees are eligible to have the balance of their earned, but unused vacation bank paid to them upon separation of employment provided that the employee provides a two-week notice and works the notice out to its entirety (not missing any time in the last two weeks).  Additionally, employees who have worked at Open Door for at least five (5) years may be paid out any earned sick time over 100 hours upon separation.  As with vacation, the employee must provide and work out the entire two-week notice.  Any Employee who fails to work out the entire two-week notice quit without notice, or is terminated at will or for cause are not eligible to receive the sick or vacation buy-out.

Bereavement Time:

Upon hire, part-time employees are eligible to take time off without pay and without an attendance penalty for a maximum of forty (40) hours for the loss of a designated immediate or extended family member.  Upon hire, full-time employees may be provided with a maximum of 12 hours off per occurrence for bereavement pay (for loss of designated immediate or extended family member).

Designated immediate and extended family members for bereavement include:
Spouse, parent or legal guardian (includes stepmother, stepfather, mother-in-law, father-in-law), grandparents or great grandparents (includes employee spouse’s grandparents or great-grandparents or step-grandparents), children (daughter, son, step daughter or son, daughter-in-law, son-in-law), grandchildren (includes step), siblings (brother, sister, brother-in-law, sister-in-law, step-sister, or step-brother).

Additionally, full-time employees are permitted to take an additional consecutive 28 hours off without receiving any attendance occurrences.  The employee must use accrued paid time off for these additional hours (sick or vacation time).  If the employee has no accrued time off, they can take the time off without pay.  Any time off after 40 hours will be subject to the attendance policy. 

It is the employee’s responsibility to submit the approved Leave Form through the Open Door employee hub to receive the correct pay.  In order not to have the time off counted as a violation under the attendance policy, a copy of the obituary will be required with the submittal of the leave form.  The time off will need the approval of the Executive Director.

Holiday Pay:

Open Door recognizes the following holidays (for this policy):

– New Year’s Day (January 1)

– Independence Day (July 4)

– Thanksgiving (Last Thursday in November)

– Christmas (December 25)

All full time and part time nonexempt employees will be paid at a rate two times their base rate of pay (double time) for all hours worked on a recognized holiday. 

If the hours worked on a holiday will create overtime for the employee, the hours will still be paid at “double time” and not the standard overtime rate of time and a half.

All exempt and full-time non-exempt employees who are not scheduled to work on a holiday may be eligible for pay for that day. Employees who do not work the holiday will receive holiday pay at their regular rate (straight time) equivalent to eight hours of pay. NOTE: Holiday Not Worked (Code: HNW) is not factored into overtime calculations.

If the employee would typically be scheduled to work on the holiday and he or she wishes to have the holiday off, the employee must complete the Leave Form through the Open Door employee hub at least two weeks in advance. NOTE: If the employee is requesting Thanksgiving, Christmas, and/or New Year’s Day off, the Leave Form must be completed through the Open Door employee hub and submitted by November 1st.  The Executive Director may approve exceptions for extraordinary circumstances.

Limitations on Holiday Pay:

Nonexempt employees will forfeit their holiday pay if they call off for the scheduled shift before, on, or following the holiday.  If the employee leaves early or arrives tardy, s/he will still receive holiday pay

Employees on pre-approved vacation leave will be eligible for holiday pay according to the policy

Employees on paid or unpaid medical leave, including qualifying FMLA leave, will not be eligible for holiday pay.  Employees on paid medical leave, including qualifying FMLA leave, may use their accrued sick or vacation time for the holiday.

If an employee is administratively pulled from the schedule for an investigation, the employee will not be eligible for holiday pay if the investigation is substantiated resulting in disciplinary action.

Last Revised: 8/24/21

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