Section 3: Benefits
The company provides a well-balanced program of benefits designed to meet the needs of employees and provide protection from financial hardship. These benefits will be reviewed periodically to assure that they keep pace with area practice.
The information contained in this handbook regarding employee benefits is not a contract to provide these benefits to any employee. The eligibility requirements of these benefits are described in the summary plan documents and/or benefits booklets.
Full-time employees are eligible for benefits provided by the company if they meet specific requirements.
At the present time, AAA IMPORTS pays for most of the cost of the benefits. Be sure to keep information regarding any change to the handbook. Questions concerning benefits and/or insurance claim information should be directed to the Accounting Department.
VACATION ELIGIBILITY
The company recognizes that employees need a scheduled time away from normal work duties for their personal well-being. New employees are eligible for vacation after complete one full year of service. New employees are eligible for vacation days according to the schedule listed below:
If date hired is between: Days Eligible
1 st Quarter (January-March) 4
2 nd Quarter (April-June) 3
3 rd Quarter (July -September) 2
4 th Quarter (October-December) 1
After your first year of eligibility listed above, vacation schedule will be as follows:
Length of Continuous Service Eligible Vacation
• 1-5 year 5 days
• 6-10 years 10 days
• 11 years over 15 days
VACATION SCHEDULES
Vacation requests must be made at least 1 month prior to the desired vacation time. Vacation may be taken at any time during the year after eligibility with the following provisions:
• Employees are expected to take their paid vacation time as a means of rest and diversion for themselves and their families.
• His/her supervisor and manager must approve vacation in advance.
• Days of unused vacation time may be carried over into the next calendar year prior approval from his/her manager and at the convenience of the company. The carried over will be limited to two years.
• Vacation time must be taken in minimum increments of 8 hours.
• A holiday observed by the company that falls during the vacation period will be considered as a paid holiday and not vacation time. This day of vacation may be taken at another time as approved. .
• Job requirements will always have precedence over vacation schedules.
• Length of service will be considered in the event a conflict of vacation schedules arises.
VACATION PAY
The following provisions apply with regard to vacation pay:
• Pay for vacation time will be at the employee's regular rate of pay.
• Paid vacation time will not be considered as time worked for the purpose of computing overtime.
• Pay in lieu of unused vacation at any time will be provided only at the convenience of the company when approved in advance by his/her manager and, upon separation from employment under certain conditions.
OBSERVED HOLIDAYS
The company normally recognizes the following paid holidays; however, the company may decide to work on a holiday depending upon job requirements.
• New Year's Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Christmas Day
• Employee's birthday
The following provisions apply with regard to holidays observed by the company:
• If a holiday falls on a Saturday or Sunday, its observance will be at management's discretion.
• To be eligible for holiday pay, an employee must first complete 3 months of continuous employment.
• An employee must also work the regularly scheduled workdays before and after a holiday to be eligible for holiday pay unless vacation is used.
• Paid holiday time will not be considered as time worked for the purpose of computing overtime.
COMPANY PAYS A PORTION OF COST FOR EMPLOYEES
Group health insurance may be available to all full-time employees in the future. Coverage will become effective on the 1st day of the month following 6 months of continuous employment.
At the present time, the company pays $75 towards the cost of premiums for coverage on employees. To be eligible, employee must show their proof of insurance. As health care costs continue to rise, the company will attempt to provide suitable health coverage to its employees. However, when necessary, the company reserves the right to change the portion paid by employees for health insurance premiums.
If an employee previously covered by the company's group health insurance plan is laid off because of temporary lack of work or illness and is rehired within three (3) months of the layoff, the employee will become eligible to participate in the company's group health insurance plan on the first day of the month after rehire and acceptance by the insurance carrier.
The insurance carrier will provide eligible employees with a detailed summary of the insurance coverage provided.
EDUCATIONAL ASSISTANCE
The company encourages all full-time employees to be more effective on the job and to increase their career potential within the company by voluntary participation in job-related classes, continuing education programs and/or professional seminars outside regular working hours. The company feels employee development is advantageous to both the company and the employee.
With prior approval from management, the company will reimburse a percentage to eligible employees with 2 or more years of continuous service for the cost of job-related classes/seminars up to $ 200 in a calendar year upon successful completion according to the following schedule:
Final Grade Eligible Reimbursement
A 100%
B 80%
C 60%
If an employee attends a job-related class/seminar that requires an overnight stay, reimbursement for lodging and/or meal expenses will be made according to previously established guidelines. Receipts along with a properly completed Expense Report are required at the time the reimbursement is requested.
Any cost to attend a seminar will be paid directly by the company before the employee attends. If the employee fails to attend a seminar, the cost to attend the seminar or any cancellation fee incurred will be at the expense of the employee.
Employees requesting educational assistance must comply with the following conditions:
• Employee must submit a written request for educational assistance to the Personnel Department listing the name of the school, a description of the course, tuition cost, scheduled time, and whether or not the employee is working toward a degree.
• Employee must be employed full time by the company at the time the reimbursement is paid.
• Upon successful completion of the course, the employee must submit all receipts for books, tuition, student fees, etc., along with a copy of the final grade received to Account Department for review before reimbursement.
• Reimbursement for educational assistance will not be made if the course is dropped, failed, or in any way not completed, or if the employee ceases to be employed by the company for any reason.
• Reimbursement will not be made by the company if the employee is receiving payment for course(s) by grant or scholarship from other sources, for example, the G.I. bill.
• Final approval for all educational assistance will be given by C.E.O.
• Any special cases or situations not listed above will be at the discretion of C.E.O.
CIVIC LEAVE
When an employee is required to serve as a juror or is subpoenaed to serve as a witness on company business, time off up to 3 days with pay will be granted as follows:
• The employee must notify the Personnel Department upon receipt of a summons.
• A document from the court that shows the time spent by the employee and the amount paid to the employee must be submitted to the Personnel Department.
• The company will pay the difference between what the court pays the employee and the employee's regular rate of pay.
• Verification of an employee being seated on a jury, being detained in a jury pool, or subpoenaed as a witness may be required.
• An employee who is subpoenaed to serve as a witness for reasons not related to company business must use earned vacation time.
• If the court dismisses the jury early, the employee is expected to return to work as soon as possible [and complete a regular workday comprised of civic time and time on the job.
• Should the employee's work duties with the company be vital to its operation, the company may ask the court to excuse the employee from jury duty.
VOTING
The company encourages its employees to vote in every election; however, we do not provide time off for voting with or without pay. Employees should make arrangements to vote prior to or following normal work hours.
FUNERAL LEAVE
In the event of a death in an employee's immediate family, the employee (after complete 3 month probation period) will be compensated up to 1 day off with pay in order to assist with arrangements or to attend the funeral. If additional time is necessary, vacation time may be used provided the employee is eligible for vacation time. Immediate family is considered: spouse, parent, stepparent, child, stepchild, brother/sister, stepbrother/sister, grandparent, grandchild, and in-laws .
Prior approval for any funeral leave must be obtained from his/her manager. If prior approval is not obtained, the employee will not be paid for the funeral leave.
Payment will not be made under this policy when a death occurs during an employee's vacation, leave of absence, and layoff or at a time when an employee receives holiday pay.
The company reserves the right to request substantiation of any death in an employee's immediate family and/or confirmation of an employee's attendance at a funeral.
SICK LEAVE
The company does not pay sick leave. The following provisions apply:
• Employee must contact his/her supervisor when he/she cannot report to work. Until medical certification is received, this should be done every day prior to the employee's normal start time so that necessary arrangements may be made to redistribute work.
• The company reserves the rights to request an explanatory note from the employee's physician should an absence extend beyond 3 consecutive working days due to a non-job-related illness or injury.
MEDICAL ABSENCES
The company reserves the rights to request an explanatory note from the employee's physician should an absence extend beyond 3 consecutive working days due to a non-job-related illness or injury.
When an employee is absent from work for more than 10 consecutive working days or absent from work for over 15 days within 90 days period, management will review the situation to determine if there is a need to fill the position in the individual's absence.
Absence due to pregnancy, childbirth, and related medical conditions will be treated the same as any other non-pregnancy-related illness or disability.
Medical absences for periods in excess of 5 working days are at the discretion of management and may be denied, approved on conditions, which are necessary to the company's interests or approved outright. The status of an employee's position and benefits during and at the conclusion of any such extended medical absence will be determined by management and communicated to the employee before or at the time the absence is granted.
MATERNITY LEAVE
It is the policy of AAA IMPORTS to allow maternity leave-without-pay up to 4 weeks with the following provisions:
• The determination of the beginning and closing dates of the employee's absence will be a joint decision between the employee, the employee's attending physician and the employee's supervisor.
• Before commencing maternity leave-without-pay, the employee must use all allowable sick leave and all earned annual leave.
• The employee may return to work within a specified period of time up to 28 days
• after commencement of maternity leave-without-pay providing that the employee has medical approval. This period of time can be extended upon medical recommendation if approved by the company and at its discretion.
• If the employee returns to work within the specified time period or as soon as medically approved thereafter, the employee will be reinstated to the position held prior to the leave or a position of equivalent status and pay.
• A medical release from the employee's attending physician is required upon return to work.
• If the employee does not return to work within the specified number of days or as soon as medically approved thereafter, the policies governing leave of absence without pay will apply.
MILITARY LEAVE
It is company policy to grant a leave of absence without pay to employees who participate in U. S. Armed Forces Reserve or National Guard training programs in accordance with the provisions of the Universal Military Training and Service Act.
WORKERS' COMPENSATION
Employees of AAA IMPORTS are covered by Workers' Compensation insurance, which is purchased by the company in the state in which it operates. This insurance provides compensation to an employee for lost wages caused by illness, accidental injury, or death suffered in the course of or as a result of his/her employment with the company in accordance with the laws of the state of Florida.
• Eligibility : Eligibility for benefits under Workers' Compensation insurance is automatic and is effective on date of hire.
• Reporting : All incidents must be reported to your immediate supervisor within 2 hours of the onset of illness or injury or as soon as possible.
• Benefits : Workers' Compensation benefits provide weekly payments based upon a statutorily specified amount of the employee's regular earnings as well as payments for medical and hospital expenses arising out of an occupational illness or injury.
• Effect on Continuous Service Date : Any time lost by an employee due to an occupational illness or injury covered by Workers' Compensation insurance will be credited as active service for all company benefits.
The company will comply with all state and federal laws pertaining to Workers' Occupational Diseases and Workers' Compensation.