TIME OFF & LEAVES

Sick Leave

Occasionally illnesses, injuries or medical emergencies prevent associates from working on a given day. However, on a regular basis, we owe it to our partners, fellow associates, customers, and ourselves to be here on the days and at times we are scheduled. In light of this, salaried exempt and non-exempt associates do not have specified sick days and should keep these types of absences to a minimum.

If an associate incurs an excessive number of absences due to short-term illness or injury a functional leader, with Human Resources guidance, has the option of requiring the associate to use vacation time for the absence. The use of excessive time may also be addressed as a performance issue which could result in termination of employment.

Illnesses or injuries exceeding 15 days may qualify for short-term disability benefits.

Hourly Manufacturing Associates

Hourly manufacturing associates will follow specific time off due to illness or injury guidelines to meet business needs as directed. Only full-time, hourly manufacturing associates are eligible for a specific number of paid sick days due to illness or injury on an annual basis. The number of paid sick days will be designated annually. Sick leave will be based upon a calendar year of January 1 to December 31. Newly hired hourly manufacturing associates are eligible for paid sick leave after completing three months of continuous service.

Illnesses or injuries exceeding 15 days may qualify for short-term disability benefits.

Additional Information

Sick leave pay is based upon the associate's regular rate of pay in effect at the time the sick leave is taken. Sick leave pay will not count as time worked for the purpose of overtime calculations.

Associates who become ill or injured while out on a scheduled vacation are still required to use vacation days for that period of time. The company reserves the right to require associates to provide a note from the doctor verifying that an absence was caused by a medical situation. The company also reserves the right to require documentation from the doctor authorizing the associate to return to work. Any associate who takes any such leave under a false claim of illness or incapacity will be subject to discipline up to and including termination of employment.