• Vacation Time

    Only regular full-time employees are entitled to paid vacation time. Vacation time begins accruing after the employee’s 90-day introductory period. Temporary and part-time employees do not accrue vacation.

    Regular full-time employees will earn vacation at the following rates: 1.6667 per pay period or a maximum of 40 hours a year.

    Employees may use earned vacation after completion of the 90-day introductory period. Employees must schedule time off with their supervisor at least 72 hours prior to the requested time off in the form of an ‘Employee Request for Time Off’ form. Employees are recommended to take their accrued time off before November 30th of every year. Due to scheduling issues, employees must schedule time off with their supervisor at least 30 days in advance to the requested time off in the form of an ‘Employee Request for Time Off’ form should the employee take any earned vacation time off in December of every year.

    Every effort will be made to grant requested time off however; the Company must provide for adequate levels of staffing. An employee may be asked to choose alternate dates for all or part of the requested time off. In the event of an emergency situation requiring vacation time off or sick time off as explained below, the employee must notify the office manager at least 1 hour prior to the start of the employee’s scheduled shift or as soon as practical.

    An ‘Employee Request for Time Off’ form must be completed when the employee returns to work. Excessive use of unscheduled vacation time may result in disciplinary action. If a company paid holiday falls during an employee’s scheduled vacation time off, the employee will receive holiday pay for that day only.

    A maximum of 50 vacation time hours per year can be accrued per year. Hours will not accrue once you have reached the maximum, but will recommence once the balance drops below the maximum allowed level per year. Once an employee has earned their maximum yearly accrual amount, additional vacation time will not accrue until the vacation time is used and debited from the employee’s accrual.

    If an employee’s status changes to part-time, all earned, accrued, and unused vacation time will be paid in the employee’s next pay check.

    Upon employment termination any earned, accrued, and unused vacation time will be paid in the employee’s final pay check.


    Sick Leave

    Sick leave is a form of insurance that employees accumulate in order to provide a cushion for incapacitation due to illness. It is intended to be used only when actually required to recover from illness or injury; sick leave is not for “personal” absences. Time off for medical and dental appointments will be treated as sick leave. The Company will not tolerate abuse or misuse of your sick leave privilege.

    Different Paid Sick Time policies apply depending on where you work. Please refer to the below policies and the location of your employment for the correct Paid Sick Time Policy.

    Accrual and Use of Sick Leave

    City of Santa Monica:

    Covered Employees: All employees who in one or more calendar weeks work at least 2 hours in the City of Santa Monica.

    Starting January 1, 2017: All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of forty (40) hours and may use the maximum allowed accrued hours of paid sick leave for that year.

    Starting January 1, 2018: All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of seventy-two (72) hours and may use the maximum allowed accrued hours of paid sick leave for that year.

    City of Los Angeles:

    Covered Employees: All employees who in one or more calendar weeks work at least 2 hours in the City of Los Angeles.

    All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of 72 hours per year and may use a maximum of forty-eight (48) hours of paid sick leave per year.

    City of San Diego:

    Covered Employees: All employees who in one or more calendar weeks work at least 2 hours in the City of San Diego.

    All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of 80 hours per year and may use a maximum of forty (40) hours of paid sick leave per year.

    City of San Francisco:

    Covered Employees: Any person employed in the City of San Francisco, including part-time and temporary employees.

    All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of 72 hours.

    City of Oakland:

    Covered Employees: Any person employed in the City of San Francisco, including part-time and temporary employees.

    All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of 72 hours.

    City of Berkeley:

    Covered Employees: All employees who in one or more calendar weeks work at least 2 hours in the City of Berkeley.

    Starting October 1, 2017: All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of 72 hours.

    City of Emeryville:

    Covered Employees: All employees who in one or more calendar weeks work at least 2 hours in the City of Emeryville.

    All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of 72 hours.

    All Other Employees in CA

    All employees accrue sick leave at the rate of 1 hour per every 30 hours worked for a maximum of 48 hours per year and may use a maximum of twenty-four (24) hours of paid sick leave per year.

    The Company does not pay employees in lieu of unused sick leave. All employees are not eligible to begin using paid sick leave until they have worked at least 30 days and have been employed by the Company for 90 calendar days.

    Unused paid sick time will not be paid out upon separation of employment. However, if an employee is rehired within one year of separation, any accrued and unused paid sick time benefits as of their original termination date will be reinstated.

    If you are absent longer than 3 days due to illness, medical evidence of your illness and/or medical certification of your fitness to return to work satisfactory to the Company, will be required before the Company honors any sick pay requests. The Company may withhold sick pay if it suspects that sick leave has been misused.


    Required Use of Sick Leave and Vacation Time Before Unpaid Leave

    You are required to take accrued and unused sick leave and vacation time before taking unpaid leave or having unpaid absences. Family and Medical Leave (under both state and federal law) is included in this requirement, unless the absence is pregnancy-related.

    Employees who are absent because of their own disability may be eligible for State Disability Insurance (SDI) benefits. SDI payments do not begin until after you have been absent from work for 7 calendar days. If you have accrued sick leave and vacation time, they will be used for the first 7 days before SDI payments begin.

    SDI benefits do not replace all of your usual wages. Your SDI benefits will be supplemented with any accrued and unused sick leave and vacation time.

    If you are absent for a reason that qualifies you for Paid Family Leave (PFL) payments, you are required to first use any accrued and unused sick leave and vacation time, up to a maximum of two weeks in a 12-month period.

    PFL benefits do not replace all of your usual wages. Your PFL benefits will be supplemented with any accrued and unused sick leave and vacation time.

    Employees on unpaid leave do not accrue paid time off.

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