Time Off and Leave Policy

Paid Holidays

The company observes and allows time off with pay for the following holdays:

New Year’s Day

Memorial Day

July 4^th

Labor Day

Thanksgiving Day

Christmas Eve

Christmas Day

Any additional holidays will be designated by the company at the start of each calendar year. If one of these holidays falls on a Sunday, Frame Destination will determine which day(s) the business will be closed to substitute for the holiday.

To receive holiday pay, an eligible, nonexempt employee must be either at work or taking an approved absence on the work days immediately preceding and immediately following the day on which the holiday is observed.  An approved absence is a day of paid vacation or paid sick leave.  If an employee is absent on one or both of these days because of an illness or injury, the company may require verification of the reason for the absence before approving holiday pay. 

Employees who need time off to observe religious practices or holidays not already scheduled by Frame Destination should speak with their supervisor. Frame Destination will seek to reasonably accommodate individuals’ religious observances.

Paid Time Off

Frame Destination believes that you should have opportunities to enjoy time away from work. For this reason, we provide Paid Time Off (PTO) to all full-time employees.

PTO is a program that covers a wide assortment of personal time off from work such as vacation, personal days, sick time, etc.

Eligibility for PTO – All full-time employees are eligible for PTO after 90 days of service. PTO time will be prorated based on your hire date. Ask your supervisor or the HR department for further clarity on exact hours available.

 

PTO Accrual and Usage

Frame Destination will advance all full-time employees 104 hours of PTO at the beginning of the calendar year. Once an employee has been a full-time employee at Frame Destination for three years, the employee will be granted an additional 24 hours per year of PTO, for a total of 128 hours advanced. Once an employee has been a full-time employee for five years, they will be granted an additional 16 hours, for a total of 144 hours advanced. Employment status will be based on the previous calendar year.

The accrual rate for full-time employees is calculated on a weekly basis per their PTO tier. If a full-time employee uses all of their advanced PTO hours prior to the year end, and resigns or is terminated, they are required to reimburse Frame Destination for the unearned PTO and it will be deducted from their final pay.

PTO Scheduling

Frame Destination will attempt to accommodate employee requests for PTO time. However, Frame Destination must maintain adequate staffing at all times. Approval of PTO requests is not automatic, and PTO taken other than emergency or sick time, must be authorized at least one week (seven days) in advance.

If you are requesting time off, and have available PTO hours, you must use the PTO to cover the missed hours. Unpaid days off will not be approved until an employee is completely out of available PTO, and approval is at the sole discretion of the employee’s supervisor.

PTO Carryover

Up to 104 hours of PTO remaining in an employee's PTO "bank" will be rolled over at the beginning of the calendar year. Unused PTO over this limit will be paid out during the following January.

Eligible employees will be paid for all earned, available PTO upon resignation (if notice is given and fulfilled according to Frame Destination policy) or retirement from Frame Destination.

Medical Leave

If an employee is unable to work due to illness, injury or disability, the employee must notify their supervisor as soon as possible after the onset of the illness, injury or disability. Any employee that is out on medical leave longer than five days must return to work with a physician’s note stating the nature of the illness, injury or disability and the employee’s fitness to return to duty.

If a physician deems that an employee is able to work but is unable to perform the regular functions of the job, Frame Destination will attempt to accommodate the employee; however, their position is not guaranteed.

If an employee takes approved medical leave, the employee must first use their unused PTO and then may be granted unpaid leave.

Critical Illness Guidelines

Frame Destination realizes that you may become sick with a temporary illness, such as influenza, colds and other viruses, yet normal life activities need to continue, including work.

Before coming to work, consider these factors: you must be able to perform normal job duties without safety concerns, meet regular performance standards, and pose no health risk to other employees. If you cannot fulfill these factors and obligations, please do not come to work.

If Frame Destination determines that you cannot fulfill your duties, if you are contagious, or your condition poses a safety risk to you or others, you may be sent home. If you do not agree with this decision, you must submit a statement from your attending health care provider stating that your continued employment poses no risk to your health or other employees.

Medical Leave of Absence Without Pay

Frame Destination may approve up to six weeks off without pay due to illness, injury, or disability. If the employee has not returned to work or made arrangements to return to work by the end of the approved leave period, it will be determined that the employee has resigned his/her position.

Frame Destination may require medical certification and periodic reports of the employee's status and intent to return to work during the leave. In addition, Frame Destination may require a fitness-for-duty certification upon return to work.

When an employee returns from an approved leave, every attempt will be made to restore the employee to the same job the employee left when the leave began. If the same job is not available, Frame Destination will attempt to place the employee in an equivalent job with equivalent pay, benefits, duties, and responsibilities with no loss in seniority.

It is not permissible to be gainfully employed elsewhere while on medical leave. Any employee doing so is considered to have voluntarily resigned their position without notice.

Continuation of Insurance Coverage

If an employee is covered under the company health insurance, the company will maintain the health insurance coverage the employee received while on approved medical leave for up to one calendar month. This continued insurance will be the same as the insurance received at the time the leave began, at the same level and in the same manner as if the employee had continued to work.  If the employee goes on leave in the middle of the month, the one month of insurance continuation would start on the first day of the following month after the start of the leave.  Frame Destination will continue to pay the employer contribution during the approved leave and will also pay the employee’s contribution for the employee only. If the employee carries family coverage, the employee must continue to pay the family portion of the medical insurance premium.

If the approved leave of absence extends beyond one month, or if the employee is terminated for any reason other than for cause, the employee is eligible for state continuation of coverage, which would allow the employee (and his or her dependents, if covered under the group plan) to continue their insurance for an additional nine months at their own cost.  If the employee does not make those arrangements, the health insurance will expire and the employee will be left without health insurance.

Additionally, if an employee is hospitalized for at least three days and provides timely notification, Frame Destination will pay the employee $300 on a regularly scheduled pay check, determined by Frame Destination.

Parental Leave

Parental leave allows all full-time employees the same leave benefits upon the birth or adoption of a child.

If the parental leave is approved, Frame Destination will provide pay for one day (date of birth or adoption of a child), and then up to six weeks of unpaid leave to care for the new child.

Employees are required to use any available PTO, concurrent with the approved parental leave time. If the employee has not returned to work or made arrangements to return to work by the end of the approved leave period, it will be determined that the employee has resigned their position.

When an employee returns from an approved leave, every attempt will be made to restore the employee to the same position the employee held when the leave began. If the same job is not available, Frame Destination will attempt to place the employee in an equivalent job with equivalent pay, benefits, duties, and responsibilities with no loss in seniority.

It is not permissible to be gainfully employed elsewhere while out on parental leave. Any employee doing so is considered to have voluntarily resigned their position without notice.

If an employee goes on unpaid absence, approved or not, then the employee’s group insurance coverage will terminate immediately unless arrangements are made for the employee to pay their portion of the insurance premium. Arrangements have to be made and approved with the HR Department to be considered valid.

 

Bereavement

When a death occurs in an employee’s immediate family, all regular full time employees may take up to three (3) days off with pay to attend the funeral or make funeral arrangements. The Company may require verification of the need for the leave.

Immediate family members are defined as an employee’s spouse, live-in domestic partner, parents, stepparents, siblings, children, stepchildren, grandparents, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, and/or grandchildren.

The Company understands the deep impact that death can have on an individual or a family, therefore additional non-paid time off may be granted. The employee may make arrangements with his or her supervisor for additional unpaid days off in the instance of the death of an immediate family member.

Jury Duty

Frame Destination supports employees called to fulfill their civic duty by serving on a jury when elected to do so. You must provide your supervisor with a copy of your jury summons as soon as possible upon receiving the summons.

Although we are not required to, your regular salary will be paid for up to three days served. Remaining jury duty time will be unpaid.

Adequate proof of service must be provided in order to receive your regular salary during your absence for jury duty. When you return to work, you should provide your supervisor with verification from the court of the number of days you served on the jury, and the amount that you were paid per day.

If the amount you are compensated by the court, per day, exceeds twenty ($25) dollars per day, your regular pay will be offset by the excess amount.

If you are released from jury duty with at least four (4) hours remaining in your work day, you should return to work for the remainder of the day.

Should extraordinary circumstances exist which would make your absence severely detrimental to the operation of our company, at the time of your call to jury duty, we reserve the right to contact the court to request that your service be postponed.

Voting

Frame Destination encourages all employees to vote. It is the policy of Frame Destination to comply with all state election law requirements with respect to providing employees, where necessary, with time off to vote. If an employee has four (4) consecutive hours either between the opening of the polls and the beginning of the workday or between the end of the workday and the closing of the polls, there is sufficient time outside of your normal work hours to vote.