Almost everything will work better if you unplug it for a few minutes, including you. A job will fill your pocket, but an adventure will fill your soul. So much of who we are is made up of places we have been, things we have seen and stories that we are able to tell. We want you to experience life and take a break from the daily grind so please take advantage of the PTO offered.
Unfortunately, vacations are not the only reasons that you may need time away from work and we are going to cover those reasons too. Please understand that any paid days are paid at your normal rate of pay. Only full-time regular employees that have completed the 90-day probationary period and who have not turned in a verbal or written notice are eligible to receive any type of paid leave. Full-time employees are eligible for holiday pay after 30 days of employment.
PTO
Our PTO Policy like many others depends on how long you have worked for the company. We do not make employees wait for 1 year before they receive PTO. It can be used for vacation, sick time, extended leave and excused absences provided each occurrence is approved in advance by supervisor, depending on staffing needs.
To use PTO you must give at least 2 weeks advance notice. You are not allowed to use more than 5 consecutive days at a time. PTO cannot be requested more than 2 months in advance; it is impossible for us to know staffing needs beyond 2 months. It is your responsibility to use your PTO accordingly throughout the year as needed, unused PTO will not rollover into the next year. Please do not try to take all of your PTO at once so that you can prevent losing it, just make sure that you take it here and there throughout the year. PTO is not paid out if unused, if you leave the company, if you quit or do not return after taking PTO, or if you have not actually taken a day off. PTO is renewed for everyone on their employment anniversary date.
PTO requests are approved on a first come/first serve basis. While every effort will be made to approve all requests, if multiple requests are put in at the same time (same date), the approval will go to the person with seniority. Please understand that while we want you to use your PTO we do have to make sure that normal business operations continue, and this can only be done with adequate coverage. When requesting PTO, please make sure to discuss with your supervisor prior to adding the request into the system; sending an email or a text is always a great way to ensure your request is approved/denied in a timely manner. Requesting PTO in the system does not guarantee your supervisor will see the request. All PTO must be approved by your supervisor, but HR is responsible for the final approval.
- New employees are eligible to receive a maximum of 40 hours of PTO within the first year of employment. You will be given PTO at the rate of 6 hours per completed month beginning after you come out of your 90-day probationary period. This means you will receive your first 6 hours on the 120th day. There is no wait period for using PTO hours that have been awarded.
- On your one-year anniversary you will receive 56 hours of PTO.
- On your two-year anniversary you will receive 112 hours of PTO.
- On your three-year anniversary you will receive 152 hours of PTO.
- On your four-year anniversary you will receive 192 hours of PTO.
- On your five-year anniversary you will receive 224 hours of PTO.
- On every anniversary after year 5 you will continue to receive 224 hours of PTO.
Sick Time
Sick time is a little different than PTO because it is not calculated or awarded by the anniversary date. All full-time employees will receive 2 sick days per calendar year (January 1st-December 31st). These are not hours and can only be taken in full day increments. Unused sick time does not carry over into the next year. No payment will be paid for sick time not taken or if employment is terminated. Sick time will only be paid if you submit a Doctor’s note to the HR Department covering the day(s) absent. If you are out for more than 2 days you will need a doctor’s note to return to work.
Bereavement
When you lose an immediate family member, such as your spouse or domestic partner, parent, sibling, children, grandchildren or grandparents it is a very difficult process to go through. We understand this and offer full-time employees who have completed their introductory period 3 days of paid bereavement. If you happen to lose an extended family member such as parents-in-law, aunts, uncles, nieces or nephews we offer 2-day paid bereavement. 1-day bereavement will be given for friends and cousins.
If you are having trouble going through the grieving process please reach out to our HR department, some insurance plans cover counseling and we can help you determine if yours does.
Requests for bereavement leave should be made to your supervisor as soon as possible. Our company reserves the right to request written verification of the family relationship of the deceased or attendance to the funeral as a condition of the bereavement pay.
Holidays
Everyone likes to celebrate, and we do too! The following are paid holidays that we normally observe.
- New Years Day
- Monday after Easter or Good Friday this will be up to the discretion of upper management
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Christmas Eve
- Christmas Day
- New Year’s Eve
Holiday pay cannot be used for anything other than that day and are only paid if they fall on a scheduled workday. Unless you have preapproved time off, you must work the scheduled day before and after the holiday to receive the holiday pay. If maintenance responds to an emergency work order they will be paid for time worked in addition to the holiday pay however it will not qualify as overtime since the holiday pay is not actually hours worked.
Exempt employees will receive holiday pay in compliance with state and federal wage and hour laws.
Inclement Weather
“You are the sky. Everything else – it’s just the
weather” – Pema Chodron
Severe weather that is most often encountered in the regions that we operate in is snow. This does not mean that because snow is on the ground the office will be closed. Although driving may at times be difficult, when caution is exercised the roads are normally passable. If the roads are passable, it is expected that we work our regular hours. Should your office location be closed you will be notified by your Supervisor in advance. Capstone offers 2 paid inclement weather days that renews on January 1st each year. Once your 2 days have been exhausted you will be allowed to use PTO. The weather days are not considered PTO and can only be taken in adverse weather events when the office has been closed.
Exempt employees may be provided time off with pay when necessary to comply with state and federal wage and hour laws.
For more information visit the full document located in the self-service portal.
Jury Duty and Voting
Employees summoned for jury duty will be paid for leave to serve according to state and federal law. You should notify your supervisor as soon as you receive your summons. We do expect you to return to work if excused from jury duty and to bring in proof of summons and attendance to receive payment for leave.
Salaried employees will be paid in accordance with Federal and State laws.
Voting leave will be handled according to state and federal law. Please reach out to HR for more information based on your state of employment.