Employee Paid Time Off & Request Forms
All the following documents are related to the Time Off Policies and Procedures. If you are unsure of the policies or procedures please contact hr@missionyogurt.com
Colorado
FAQs
The amount of PSL available depends on the length of continuous full-time service with the company. If a Team Member has been a continuous full-time employee for 2-4 years, the Team Member is eligible for 24 hours (3 shifts) of PSL. If the Team Member has been a continuous full-time employee for 5 years or more, the Team Member is eligible for 40 hours (5 shifts) of PSL.
California Paid Time Off Policy: Hourly Team Members
Pursuant to California law, to qualify for PTO, a team member must: (1) work for the Company, on or after January 1, 2016, for at least 30 days within a year in California, and (2) satisfy a 90-day employment period (similar to a probation period) before taking any sick leave.
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The amount of PTO available to eligible Team Members depends on the length of continuous service with the company:
Length of Continuous Full-Time Service as of January 1 PTO Benefits
Less than 5 years 24 hours (3 days)
More than 5 years 40 hours (5 days)
Time must be taken in minimum increments of at least two hours.
When the use of PTO is planned or foreseeable, the Team Member must notify the Company in advance. If the need is unforeseeable, the Team Member must give notice as soon as practical. Whenever possible, the company requests that the Team member provide reasonable written notice (30 days when possible) to his or her supervisor using the Team Member Time Off Form, available online at www.missionyogurt.net. The Team Member should deliver the completed form to a Manager or Operations Manager, who will forward the form electronically to payroll@missionyogurt.net.
PTO is compensated at the Team Member’s regular, non-overtime hourly rate. Only available PTO may be used. Under the Family and Medical Leave Act (FMLA) Policy, all accrued PTO is taken before the start of unpaid FMLA leave.
1st will receive the set 24 hours (3 days) per California Healthy Workplaces/Healthy Families Act upon hire. This bank of hours will reset on January 1st, yearly.
Colorado Paid Time Off Policy: Hourly Team Members
Eligible Team Members
Full-time Team Members are eligible for PTO beginning January 1 of the year after they reach two years of continuous full-time service. Team Members are eligible to receive PTO if they are a regular status employee scheduled to work at least 32 hours per week on a regular basis. To qualify for PTO, Team Members must be classified as full-time employees for 75% of the time that they have been employed by the Company. Team Members who leave employment for any reason, and then are rehired, will receive no credit for former time worked and the length of continuous service will begin on their re-hire date.
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The amount of PTO available depends on the length of continuous full-time service with the company:
Length of Continuous Full-Time Service as of January 1 PTO Benefits
2-4 years 24 hours (3 days)
5+ years 40 hours (5 days)
To use PTO, a written request must be submitted to the direct supervisor with as much reasonable advance notice (30 days if possible) as practicable. The request will be in writing utilizing the Team Member Time Off Form, available online at www.missionyogurt.net. The Team Member must deliver the completed form to a Manager or Operations Manager for approval. After the Manager or Operations Manager approves the absence, the Manager or Operations Manager will send the forms to payroll@missionyogurt.com.
PTO is subject to supervisory approval and not every Team Member can take accumulated time at the same time. The Company must continue to serve customers. Team Members should requests for PTO as soon as the need for PTO becomes known, particularly in frequently requested times like holiday weeks and December.
PTO is compensated at the same wage that the Team Member normally earns during regular work hours. Only available PTO may be used. PTO cannot be used at the start or end of an unapproved leave of absence. Under the Family and Medical Leave Act (FMLA) Policy, all accrued PTO is taken before the start of unpaid FMLA leave.
Team Members are responsible for managing their own PTO account. It is important to plan ahead for how to use it. This means developing a plan for taking vacations, as well as doctor’s appointments and personal business. It also means holding some time in “reserve” for the unexpected, such as emergencies and illnesses. The Company will notify Team Members every pay period of their PTO balances and separately track each Team Member’s PTO use. This notification will be on every eligible Team Member’s check.
All PTO time will resent on January 1 of each year. No unused time, for any Team Member, will carry over from December 31 to January 1. The Company may choose to pay out available and unused PTO time at the end of the year, via standard payroll procedures on the second normal pay cycle of the following calendar year. Unused PTO days are paid at the Team Member’s base rate of pay. A written request must be submitted by the Team Member before December 15 each year requesting the remaining time be paid out.
An hourly time off request form must be completed and submitted to a Manager within the Team Member’s store. This form must be provided, with approval signatures, to payroll electronically at payroll@missionyogurt.com. The Company is required to tack absences for illness, work-related illness/injury, or to attend school-related activities for legal compliance reasons. Accordingly, it is vital that the Team Member Time Off Form indicate why the time is being taken. The amount of PTO accrued, used, and available will appear on the Team Member’s paycheck stub.
California Paid Time Off Notice
Healthy Workplace Healthy Family Act of 2014 (AB 1522)
An employee who, on or after July 1, 2015, works in California for 30 or more days within a year from the beginning of employment, is entitled to paid sick leave. Employees, including part-time and temporary employees, will earn at least one hour of paid leave for every 30 hours worked. Accrual begins on the first day of employment or July 1, 2015, whichever is later.
Employees may use accrued paid sick days beginning on the 90th day of employment.
An employee must request paid sick days in writing. An employee cannot be required to find a replacement as a condition for using paid sick days. An employee can take paid leave for employee’s own or a family member for the diagnosis, care or treatment of an existing health condition or preventive care or for specified purposes for an employee who is a victim of domestic violence, sexual assault or stalking.