While associates are strongly encouraged to take their vacation time annually, some parts of our business are very seasonal and vacations during certain times may be restricted.  Therefore, slow periods may be the best time to schedule vacations.

ELIGIBILITY:                    Regular full-time associates after 31 days of employment, and regular part-time associates after completing an entire calendar year of employment in which they worked at least 1000 hour.

BENEFIT:                            Computing vacation in the first partial year:  Following thirty-one days during the first calendar year of employment, a full-time associate will be awarded one-half day of vacation for each full month (sixteen days or more) to be worked the balance of the calendar year, not to exceed five days.

Computing vacation in all subsequent years:  For full-time and part-time associates, the number of weeks of vacation is computed based on the number of qualifying years of employment.  A qualifying year equals a full year in which the associate worked at least 1000 hours.

During the first full calendar year                  1 week

Completing 1 year of service as of

           January 1, but less than 8                       2 weeks

Completing 8 years of service as of

           January 1, but less than 15                     3 weeks

Completing 15 years of service or

          more as of January 1                                  4 weeks

The number of hours received per week of vacation is based on the associate's normal weekly schedule, up to 40 hours. 

If switching from full-time to part-time, or visa versa, the vacation hours will be prorated to reflect the average hours worked under each scenario.  For example, if the associate works full-time for 6 months, and then switches to part-time for the remainder of the year at 30 hours per week, the hours available per week would be (1/2 X 40) + (1/2 X 30) = 35 hours.  The number of weeks available would not change. 

The number of hours available for the year is originally calculated on the first of the year, based on the associate's status at that time.  If the associate changes from part-time to full-time during the year, the additional hours will be added to the balance.  However, if the associate changes from full-time to part-time during the year, the hours will be adjusted down based on the expected part-time schedule.  If excess hours have already been taken from the adjusted level, they must be collected back.

Hours carried over at year-end will not be adjusted up or down based on a status change from full-time to part-time or visa versa.

Considerations:     All vacation scheduling is subject to manager/supervisor approval.  Associates must submit requests for vacation to their supervisor for approval at least two weeks in advance.  When scheduling vacations, supervisors should consider associates' length of service as well as customer service needs.

Paid vacation hours are not considered work hours and will not be counted as work hours for the purpose of calculating overtime.

To be eligible for Vacation Pay, an associate must work his or her last regularly scheduled day before the vacation leave begins, and his or her first regularly scheduled day after the vacation leave, unless the associate's supervisor has approved the absence, in advance.

Associates who are on sick, disability, or personal leave may request Vacation Pay to which they are entitled to supplement sick pay or disability income payments.

When not specifically prohibited by law, vacations can be used for military training periods at the associate's request.  No associate will be required to use vacation time for military training periods.

Vacations are paid at the pay rate in effect at the time the vacation is taken.

Vacation is awarded each January 1st.  It is not available or due before that.

Full-time, 100% commission based sales associates follow the same time schedule as regular full-time associates for vacation eligibility.  However, since their pay is based on commission, and usually paid on a draw, they are not eligible for "Vacation Pay."  Their draw is based on fifty-two weeks, and they continue to receive it during vacation periods.  Their actual pay is based on a formula and is computed at the end of the year.

BUY OPTION:                  After one full year of employment, associates can buy up to one week of vacation.  If the purchased additional vacation is used after a merit increase has been applied, and adjustment will be made to reflect the higher value of the vacation purchased.  A Vacation Buy Option form can be obtained in Benefit Services.

BANKED VACATION: Associates may "bank" (carry over) a combination of Vacation and Personal Days equal to one scheduled week per year.  Banked Personal and Vacation time will be recorded as vacation and taken first before current personal and vacation time.  Vacation that is not banked, paid out, donated, or used in the time allotted will be forfeited.

YEAR-END PAY OUT:   From January 1 through January 31 of any year, an associate may request a Vacation Payout for a maximum of one scheduled week of unused vacation or personal time from the prior year provided that he or she meets all of the following requirements:  1) he or she has used a minimum of one scheduled week of vacation during the previous year; 2) he or she has carried over (banked) one scheduled week to the current year; 3) the excess must have been caused by an unforeseen issue such as last minute health problems or workload; and 4) he or she has the supervisor's and HR Director's approvals.  Unused vacation payouts for the prior year must be requested by January 31.  Vacation payouts will be paid the first pay period in February at the associate's rate of pay as of December 31 in the year the vacation was credited.  At year-end, any vacation or personal time in excess of amounts eligible to be banked and paid out will be lost.

DONOR OPTION:          Associates can donate a portion of their Vacation or Personal Days to an associate in the event of an emergency provided they comply with the donated Vacation/Personal time policy.

TERMINATION:             The termination date will be the last day worked.  Holidays or vacation paid after that day will not extend the service credit or extend the termination date.

This policy follows federal law.  Where a state law dictates different schedules and payouts, the state law will prevail.