Let’s face it, we all get sick once in a while and when we do it’s hard to work and in some cases you shouldn’t work with food if you’re really sick.<\/p>\n
Shift Supervisor\/AGM\/DM\/RTM\/ RDO-Paid sick time will be earned at the rate of one (1) hour for every thirty (30) hours worked. Earning will begin for any existing employee as of March 6, 2019 and any new employee hired on March 6, 2019 or later. Paid sick time may be used 90 days after date of hire.
\nSalaried Exempt Manager\u2019s sick time earning will be based on a forty (40) hour work week. The sick time will still be earned in increments of one hour for every 30 hours worked. Paid sick time may not be taken prior to it being earned.
\n* A maximum of 52 hours may be earned each calendar year
\n* Over the course of the program, a maximum of 260 hours can be earned and carried over each year thereafter.
\nSick time may be used incrementally by the hour and will not be broken down to a smaller increment. At the time of termination, the remaining balance of earned paid sick time will not be paid out. This is a \u201cuse it or lose it\u201d policy.
\nSick Managers are not required to find a replacement. If a Manager uses paid sick time for more than two consecutive days, a doctor\u2019s note may be required for the Manager to return to work. This will not delay the use and payment of paid sick time.
\nWhen the use of paid sick time is foreseeable (such as a planned doctor\u2019s visit, surgery, etc.), the Manager shall make a good faith effort to provide notice of this need to a supervisor in advance. When calling out sick, Manager\u2019s will be required to notify a supervisor by calling the location a minimum of four (4) hours in advance.
\nSick time will be reported on the payroll adjustment sheets bi-weekly. Payroll will verify the balance of sick time before paying it out. Sick may be used for doctor’s appointments as well as if you are sick. If you are out for more than two days you may have to go on leave (FMLA\/LOA) and you may have to have a doctor’s note in order to return to work<\/p>\n
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As of January 1, 2024. All Retail Team Members outside of MA and NH-<\/p>\n
Non-management employees will earn one (1) hour of sick leave for every thirty (30) hours worked, including overtime hours. Accrual of sick leave begins on the first day of an employee\u2019s employment. Employees must be employed with the company ninety (90) days before they may begin using accrued sick leave.<\/p>\n
Sick leave may be used for the following: \u2022 Care for him\/herself, a child, spouse, parent or parent of a spouse who is suffering from a physical or mental illness, injury or medical condition that required home care, medical diagnosis or care or preventative medical care
\n\u2022 Attend the routine medical appointment of him\/herself, a child, spouse, parent or parent of a spouse
\n\u2022 Address the psychological, physical or legal effects of domestic violence<\/p>\n
The cap for an employee\u2019s sick leave accrual is forty (40) hours per calendar year and may delay any further accrual until the employee uses some of their accrued sick time. Additionally, employees may use up to forty (40) hours of accrued sick leave each calendar year and may roll over up to 40 hours into the following calendar year. Sick may be taken in at least one hour increments. Employees may not use sick leave for time they are not scheduled to work. Sick time is not paid out at time of termination.<\/p>\n
Employees must inform their MIC at least four hours prior to their scheduled shift of the request to take sick time. The employee must log into ADP and request sick time to be paid out in ADP prior to the end of the pay period the sick time was taken. Sick may not be requested\/used until 90 days after hire date.<\/p>","protected":false},"featured_media":0,"menu_order":0,"template":"","class_list":["post-4262","noodles-handbook","type-noodles-handbook","status-publish","hentry"],"acf":[],"yoast_head":"\n