We know how hard employees work and recognize the importance of providing
time for rest and relaxation. We fully encourage employees to get this rest by
taking paid time off. Time off under this policy includes extended time off, such
as for a vacation, and incidental time due to sickness or to handle personal
affairs.
Full-time hourly employees accrue paid time off as follows:
During the first year of employment, full-time employees accrue up to 5 days of
paid time off per year. Paid time off is accrued on a pro-rata basis throughout
the year.
Thereafter, full-time employees accrue 14 days of paid time off per year. Paid
time off accrues from January 1st – December 31st each year.
Part-time employees do not paid time off.
Paid time off should be taken during the year received, unless otherwise
required by law. Accrued, unused paid time off cannot be carried over to the
following calendar year.
If an employee wishes to use three (3) or more full days of paid time off
consecutively, the employee must submit a request to his or her manager at
least two (2) weeks in advance of the requested time off. Similar notice should
be provided for planned time off of a shorter duration. Every effort will be made
to grant requests, consistent with our operating schedule. However, if too many
people request the same period of time off, the Firm reserves the right to choose
who may take time off during that period. Individuals with the longest length of
service will generally be given preference.
If an employee is out of work due to illness or due to any other emergency for
which notice can not be provided, the employee must call in and notify his or
her supervisor as early as possible, but at least by the start of the employee’s
workday. If an employee calls in sick for three (3) or more consecutive days, the
employee may be required to provide his or her supervisor with a doctor’s note
on the day the employee returns to work.
Paid time off may be used only in half-day increments.
Up to 10 days of accrued, unused paid time off is paid out upon separation as
required by law.
Advanced but unaccrued paid time off will be deducted from an employee’s
final paycheck to the extent permitted by law.
Salaried employees’ PTO considerations:
The Firm hires exceptional, professional adults to perform a wide variety of
important functions that contribute to the success of our company. It is our intent
to provide its exceptional employees with the freedom they require to balance
the responsibilities of both their work and home lives, thereby maximizing their
value to the Firm.
Unlimited Paid Leave
It is the policy of the Firm to forego the implementation of a leave accrual or
bank system of any sort. Eligible employees will be free to take leave when they
require it. At the firm’s discretion, leave may be tracked for business purposes.
Eligibility
All full-time exempt-level employees are considered eligible under this policy.
Expectations
Under this policy, exempt-level employees are expected to:
Recognize that at the Firm, we value all employees’ contributions and are
committed to communicating with our team members in advance when
scheduling an absence or notifying the appropriate team member before
the start of the workday when an unscheduled absence occurs.
- Understand that due to staffing needs, sometimes, not all leave requests
can be honored. Advance requests are still subject to the appropriate
approval. - Meet all established goals despite the absences.
- Arrange coverage for their position from another employee.
Except for those on protected leave (such as state or federal family and
medical leave), if an eligible employee is unable to meet the expectations
outlined above, the Firm reserves the right to temporarily revoke unlimited leave.
Further, if gross abuse of this leave is observed, disciplinary action may be taken,
which may include termination of employment.
Verification
Managers and team leaders also reserve the right to request verification of
absences (such as a doctor’s note) when legal and appropriate to do so.
Leave of Absence
This policy does not apply to eligible employees requesting military leave or
sabbaticals. For more information on these types of leave, please see the
corresponding policies located in your handbook.
Attorney and PTO considerations:
Attorneys are expected to work a minimum of 40 hours per week. Attorneys
should be in the office by 8:00 a.m. each day as we often meet with clients
before 9:00 a.m. Attorneys are expected to work until at least 5:00 p.m.
Attorneys will often be required to stay late or work on weekends when work
demands it. Attorneys should plan to take lunch between 12:00-1:30 p.m.
Any Attorney leaving or arriving at work for a personal appointment or lunch
should place the time on their calendar as soon as possible so that the staff will
know not to schedule appointments for the attorney during that time. Attorneys
should include travel time on their calendar, so that staff will be able to properly
schedule appointments.
Attorneys are given significant discretion in using their time and Paid Time Off
days. This privilege should not be abused. Attorneys should not be out of the
office frequently. Frequent tardiness or absenteeism is grounds for immediate
termination.
Any Attorney who is unable to come to work because of sickness should call
their supervisor as soon as possible. If the Attorney has court or appointments
with clients, it is the Attorney’s responsibility to make sure that the court calendar
is covered by another attorney and that the client appointments have been
rescheduled.
An Attorney who misses a court date is subject to immediate termination.
Vacations should be planned as far in advance as possible. Attorneys should
consider holidays and court calendars when planning vacation leave. If all other
attorneys have designated that they will be out of office, the final attorney
wishing to take that day cannot have it. Attorneys should plan their calendars
far in advance to avoid conflicts.
All courts, clients, and opposing counsel/parties should be notified in
accordance with the local rules when attorneys plan to take secured leave.
Failure to file the appropriate secured leave form with the court may result in the
attorney being unable to take leave enough if travel arrangements have been
made.