Paid Sick Leave for San Jose Airport Team Members
Eligibility and Benefit
Team Members qualify for PSL by working Mission San Jose within California for at least thirty (30) days within a year after beginning employment. Qualifying team members shall have available PSL as follows:
- Subject to usage requirements described below, including restriction on use of PSL in the first 90 days of employment, Team Members will have available 3 days (24 hours) of PSL on their date of hire for use after 90 days and up through the day before their one-year anniversary of employment.
- Each anniversary date a Team Member’s annual allotment of PSL will renew and the Team Member will have available 3 days (24 hours) of PSL for use during the next year of employment. Unused PSL from the previous year of employment does not carry-forward.
Usage and Responsibility
New Team Members cannot use paid sick leave until after the 90th day of employment. Except during this waiting period, Team Members may use PSL as needed for a PSL qualified purpose in minimum increments of 2 hours. If a Team Member knows he or she will need to take PSL (for example for a pre-scheduled doctor’s appointment), the Team M ember must provide reasonable advance notice to his or her supervisor. Otherwise, the Team Member must notify his or her supervisor as soon as practical. Whenever possible, Mission San Jose requests that the Team Member provide written notice (at least seven days) to his or her supervisor using the Team Member Time off Request Form, available online at http://missionyogurt.net/home/current-Team Members-resources
Team Members may use PSL to obtain medical care for themselves or their child, parent, spouse/registered domestic partner, grandparent, grandchild, sibling, or spouse/domestic partner’s parent. This includes obtaining diagnosis, care, or treatment for an existing health condition, or obtaining preventive care. Team Members who are victims of domestic violence, sexual assault, or stalking may also use paid sick leave to:
- Obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the Team Member or the Team Member’s child;
- Seek medical attention for injuries caused by domestic violence, sexual assault, or stalking;
- Obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic violence, sexual assault, or stalking;
- Obtain psychological counseling related to an experience of domestic violence, sexual assault, or stalking; and
- Participate in safety planning and take other actions to increase safety from future domestic violence, sexual assault, or stalking, including temporary or permanent relocation.
PSL is paid at the same wage the Team Member normally earns during regular work hours. PSL does not count as hours work for purposes of calculating overtime. PSL that remains unused at the end of one year of employment does not carry over to the next year, but on the Team Member’s anniversary date the full yearly allotment of 3 days/24 hours will be available. Team Members will not receive pay for unused PSL upon separation from employment or at the end of a year of employment.
When utilizing available PSL for a PSL qualified purpose, Team Members do not need to disclose the basis for the absence, but it is expected that Team Member seeking to use PSL will advise Mission San Jose that the time is taken as protected sick leave. This is important because other absences by hourly Team Members are generally unpaid and subject to stricter notice and attendance requirements. Excessive unpaid absences of this type may result in disciplinary action, up to and including termination.
Absences which are for a PSL qualified purpose, but which occur when the Team Member has no available PSL time (before the 90th day of employment or after the Team Member has exhausted the Team Member’s annual allotment of PSL), may be subject to the same attendance and scheduling requirements as other unpaid absences. Team Members should contact Human Resources if they have questions about whether a particular absence is covered by PSL or otherwise have questions about PSL.
Mission San Jose reserves the right to modify, amend, withdraw or otherwise change its PSL policy, but intends at all times to maintain practices which fully comply with applicable law with respect to the provision and use of PSL. Mission San Jose will not tolerate retaliation or discrimination against Team Members for requesting, using or attempting to use PSL in accordance with applicable statutory rights. Team Members who have concerns regarding retaliation or discrimination should immediately report such concerns to Human Resources.