Time Off
Stampin’ Up! values and encourages employees to have balanced lifestyles centered on serving family and others and offers generous time off to help them achieve this balance.
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Personal Time Off (PTO)
All full-time and part-time employees will accrue PTO based on hours worked and tenure. Employees will accrue PTO hours from their date of hire and may use it once accrued. Exempt employees should report PTO in full or half day increments, according to the hours they are scheduled to work each day. Non-exempt employees may take PTO in increments of 30 minutes.
Non-exempt Employees
Non-exempt employees accrue PTO hours based on regular hours. For this policy, regular hours is defined as regular hours worked, holidays, bereavement, parental leave, and PTO hours used. PTO does NOT accrue on overtime hours.
Exempt Employees
Exempt employees will accrue PTO hours each pay period, based on 26 pay periods per year. PTO hours may not exceed the maximums listed below. An exempt employee working less than 40 hours will accrue prorated PTO hours based on their modified work schedule.
Carryover
Employees are encouraged to use accrued PTO while maintaining some hours in reserve for illness or unexpected need. At the end of each year, an employee may have some accrued, unused PTO hours. The company will automatically carry over into the following year up to 120 hours of accrued, unused PTO for full-time employees, and 60 hours of accrued, unused PTO for part-time employees. Anything in excess of those amounts will be lost and will not be paid out.
Holidays
Stampin’ Up! currently observes the following holidays:
- New Year’s Day
- Martin Luther King Day
- Presidents’ Day
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Day
Holiday Pay
Employees are eligible to receive holiday pay from the date of hire as outlined below.
- Employees working a 4x10 schedule will be paid 10 hours of regular work pay per holiday.
- Employees working a 9x80 schedule will be paid 9 hours of regular work pay per holiday and will also receive 1 floating holiday.
- Employees working a 5x8 schedule will be paid 8 hours of regular work pay per holiday and will also receive 2 floating holidays.
- Employees working at least 30 hours but less than 40 hours per week will be paid 6 hours of regular work pay per holiday and will also receive 2 floating holidays.
- Employees working at least 20 hours but less than 30 hours per week will be paid four hours of regular work pay per holiday and will also receive 2 floating holidays.
Schedules may vary from those outlined above. Please contact HR for more information.
Floating holidays based on schedule will be prorated for employees hired part way through the year. Employees hired prior to July 1 will be eligible for one or two floating holidays. Employees hired between July 1 – September 30 may be eligible for one floating holiday. Employees hired on or after October 1 will not be eligible for floating holidays.
Floating Holidays
Floating holidays may be used on any regularly scheduled workday with the approval of the employee’s manager. Floating holidays must be used by the end of the year (December 31); they will not carryover to the next year and will not be paid out.
Employees must report the use of floating holidays to their manager and the payroll department via email within the pay period in which the floating holiday is used.
NOTE: More detailed information regarding time off can be found in the employee policy handbook.
PTO DONATION POLICY
Stampin’ Up! allows employees to donate PTO hours to a PTO Bank for use by other full-time or part-time employees that experience an eligible event as defined below, that results in a need for additional time off in excess of their own available PTO. The PTO donation program is based on IRS regulations and limitations; and is setup so those donating PTO hours are not taxed on the value of those hours.
To receive donated PTO an employee must have been employed by Stampin’ Up! for at least 6 months, have exhausted all their own PTO, completed a written request form, and must have the scheduled time off or leave of absence approved by Stampin’ Up!
Eligible Events
Employees may receive donated PTO hours when they have exhausted their own PTO balance and experience one or more of the below qualifying events:
- A medical emergency, which is defined as a major illness or other medical condition of the employee or an immediate family member that will require a prolonged absence from work and will result in a substantial loss of income to the employee due to the exhaustion of all paid leave available. This includes intermittent absences that are related to the same illness or condition. For purposes of this policy, an immediate family member is defined as a spouse, child, parent, or someone for whom the employee has legal responsibility.
- Needs extended time off following the death of a parent, spouse, or child.
- A major disaster, which is defined as a disaster declared by the President of the United States under §401 of the Robert T. Stafford Disaster Relief and Emergency Assistance Act (the Stafford Act. An employee is considered to be adversely affected by a major disaster if the disaster has caused severe hardship to the employee or to a family member of the employee that requires the employee to be absent from work.
The PTO Donation program cannot be used to provide leave to an employee who does not meet these qualifications, or who has an illness or injury covered by Stampin’ Up!’s paid disability policy or worker's compensation.
If an employee leaves Stampin’ Up!, unused donated PTO received through this program will not be paid out to the employee.
Donation of PTO
The donation of PTO is strictly voluntary. All donated PTO will go into a leave bank for eligible employees and the names of recipients will not be disclosed. An employee may not donate PTO to a specific employee. Donations made under this program will not be included as taxable income to the employee donating the PTO.
Additional information when donating PTO:
- Donated hours are converted to dollars based on the hourly pay rate of the donor and then provided to the recipient based on their hourly pay rate.
- Donations must be made in full hour increments, with a minimum of four hours donated. Employees may donate up to 40 hours per calendar year. Any donation may not take their own PTO balance below 80 hours.
- Employees may not claim an expense, tax deduction, or charitable contribution for any PTO donated under this plan.
- Employees currently on an approved leave of absence cannot donate PTO.
- Employees who want to donate PTO must complete the PTO Donation Program – Donation Form and return it to human resources.
- Employees may donate PTO at specified times throughout the year and when there is a specific need and there is not enough donated PTO in the bank to cover the need.
- PTO donations for a major disaster will only be accepted when a major disaster has been declared.
Leave donated due to a specific major disaster may only be used by employees affected by that disaster in a reasonable timeframe that will be specified. Any donated leave that is not used in that timeframe will be returned to the donors, who are still actively employed, in the same proportion as it was donated.
Requesting and Using Donated PTO
Employees who would like to request donated PTO are required to complete a PTO Donation Program – Request Form and submit it to human resources. Requests for PTO under this policy must be approved by human resources, the employee’s immediate supervisor and a designated senior leader of Stampin’ Up! Requests will be considered and evaluated based on established criteria and the number of donated hours available. Not all requests will be granted.
Additional information when requesting PTO:
- If the recipient employee has available PTO in their own balance, this time will be used prior to any donated PTO.
- Employees may only request donated PTO up to two times per year and will not receive more than 80 hours of total donated PTO within a rolling 12-month period.
- Employees may be required to provide documentation from the medical provider to substantiate the need for leave.
- Donated PTO may only be used for time off related to the approved request, must be used in a reasonable time of the medical
- emergency or disaster, and may be used on a continuous or intermittent basis.
- Recipients of donated PTO will be paid at their normal compensation rate and will be subject to normal tax withholdings.
- PTO will not accrue when using donated PTO hours.
- Recipients may not receive cash in lieu of using the donated PTO.
Nothing in this policy will be construed to limit or extend the maximum allowable absence under the Family and Medical Leave Act.