Corporate Policy Human Resources

Transcription

1 Corporate Policy Human Resources Page 1 of 8 Effective: 1/1/2015 VACATION PRACTICES Applicability This policy applies to all employees of an Exelon Corporation subsidiary, affiliate or related company. This policy supersedes all other policies, procedures, practices, and guidelines relating to the matters set forth herein. Where this Policy contradicts the terms of a collective bargaining agreement, negotiated agreement, other written employment agreement, benefit plan, or any applicable law or regulation, the provisions of such agreement, plan, law, or regulation shall govern. In all cases, it is the responsibility of the Business Unit and the Corporate Center to apply this Policy fairly and consistently in accordance with (i) federal, state, and local law and (ii) business needs. No Alteration of Terms of Employment Nothing contained in this Policy is intended to, and does not alter the employment at-will relationship or create a guarantee of continued employment or any contractual obligations, express or implied. The company retains the right, at all times and in its sole discretion, to modify or revoke this Policy at any time, for any reason. No exceptions to the policy will be allowed without the approval of the Senior Vice President, Human Resource Operations. 1. Guidelines Vacation allows an employee appropriate time away from the job for rest, recreation, and relaxation. The time away from work should allow employees to return to their jobs refreshed and more relaxed thereby leading to better job performance. Managers and their employees should both work to ensure employees are managing their time appropriately by scheduling and taking vacation within the current calendar year. A. Vacation days are accrued in accordance with the practice in effect at the employee s work location. Employees receiving benefits under a Company s sick or disability program (both short-term and long-term disability) are not eligible to accrue vacation, regardless of the accrual practice in effect at the employee s work location. rev 12/2015

2 Vacation Practices Page 2 of 6 Non-exempt employees hired before January 1, 2014 and all exempt employees are eligible for the following vacation schedule: Exelon Vacation Schedule (Table 1) Years of Service Non-exempt Employees hired on or after 1/1/2014 are eligible for the following vacation schedule. Exelon Vacation Schedule (Table 1) Years of Service Employees will be charged in increments of either a full day or a half day (as determined by the number of scheduled hours divided by two). If the employee has hours remaining that cannot be scheduled as a half-day, the employee must carry over the hours into the next year. Under no circumstances (i) may an exempt employee be unpaid if the employee performs any work on a particular work day or (ii) may an exempt employee receive less than a full day reduction in pay if the employee takes time off after his/her vacation days have been exhausted. Exempt employees requesting time off after exhausting earned vacation time may only be permitted to do so at the discretion of the employee s manager and if the employee performs no work on the day of the unpaid leave and is not paid for the full day.

3 Vacation Practices Page 3 of 6 2. New Hires Full time Exempt Employees Newly hired exempt employees will be eligible to receive pro-rated vacation days in accordance with the below table. NEW HIRE EXEMPT VACATION PRO-RATION SCHEDULE Month of Hire in Calendar Year of Hire January 15 February 13.5 March 12 April 10.5 May 9 June 7.5 July 6 August 4.5 September 3 October 1.5 November 1 December 0 Full time Non-Exempt Employees Newly hired non-exempt employees will be eligible to receive pro-rated vacation days in accordance with the below table. NEW HIRE NON-EXEMPT VACATION PRO-RATION SCHEDULE Month of Hire in Calendar Year of Hire January 11 February 10 March 9 April 8 May 7 June 6 July 5 August 4 September 3 October 2 November 1 December 0 Please note: New hires will accrue the allotted vacation days in accordance with the practice in effect at the employee s work location; however, in no event shall a new hire accrue vacation during a period in which they are receiving benefits under a Company sick or disability program (both short-term and long-term disability).

4 Vacation Practices Page 4 of 6 Rehired employees will have prior service restored for vacation entitlement after 1 year of service if rehired within ten (10) years of last term date. Part-time legacy Exelon Employees hired after January 1, 2005 and all part-time employees hired on or after January 1, 2014 Exempt, part-time employees will be granted a pro-rated vacation allotment based on percentage resulting from number of scheduled work hours per week divided by 40 hours (rounded to the nearest whole hour) and multiplied by the employee s vacation allotment per the applicable Vacation Schedule above. Non-exempt, part-time employees hired before July of any calendar year will be granted five vacation days. They will receive five (5) vacation days in each succeeding year. Non-exempt, part-time employees hired during or after July of any calendar year will be granted on January 1 five (5) vacation days for the following year. They will receive five (5) vacation days in each succeeding year. 3. Full Time/Part-Time Status Changes If an employee moves from full-time to part-time status, the employee retains his or her existing vacation allotment for the remainder of that calendar year. In the following calendar year, a non-exempt part-time employee will receive five (5) vacation days. An exempt part-time employee will have his or her vacation days pro-rated based on the percentage resulting from number of work hours scheduled per week divided by 40 hours (rounded to the nearest whole hour) multiplied by the employee s vacation allotment per the applicable Exelon Vacation Schedule (Table 1). If an employee moves from part-time to full-time status during a calendar year, the vacation allotment for that year will be increased based on the following pro-rata calculation: 1. The pro-rated vacation allotment (in hours) the employee received at the beginning of the year based on the part-time schedule will be divided by the percentage resulting from the number of months (rounding any incomplete month up) that the employee worked the part-time schedule divided by 12; 2. The full-year vacation allotment (in hours) to which the employee is entitled when working a full-time schedule will be divided by the percentage resulting from the number of months remaining in the year divided by 12; 3. The sum of the two results above (rounded to the nearest whole hour) will be the vacation allotment for the year. See Attachment A for Full-Time / Part-Time Status Change Sample Calculation. The following calendar year, the employee will receive a full-time allotment per the applicable Exelon Vacation Schedule (Table 1) if he or she continues working a full-time schedule.

5 Vacation Practices Page 5 of 6 4. Carryover An employee can carry over only up to 10 vacation days into the following year. Any employee who has more than 10 unused vacation days at the end of a year will be granted a number of vacation days in the following year so that the total number of vacation days shall be no more than the employee's normal allotment of vacation days plus 10 additional days. Example one: An employee with a normal yearly allotment of 15 vacation days who ends the year with eight unused vacation days will begin the following year with a total of 23 vacation days. Example two: An employee with a normal yearly allotment of 15 vacation days who ends the year with 12 unused vacation days will begin the following year with a total of 25 vacation days. Exception: Those legacy Exelon employees hired before January 1, 2002 who were authorized to carry over 20 unused vacation days will continue to be able to carry over up to 10 unused vacation days from the previous year and 10 from the current year to the next year. Once the balance falls below 20 days, the limit cannot increase back to 20 days. Employees who leave and are rehired are no longer part of the exception and are only able to roll over 10 days upon rehire. Legacy Exelon non-exempt, part-time employees hired after January 1, 2005 are not eligible to carryover unused vacation days. 5. Upon Termination Those employees who resign or are terminated will be paid for earned and accrued but unused vacation days in accordance with the practices in effect at their work location on their termination date. Employees who retire are paid all earned and accrued but unused vacation as of their last day worked, regardless of their location. 6. Compensation For Vacation Vacation time is paid at an employee s current base salary or hourly wage. Exelon does not pay employees unused vacation days that cannot be carried over to the next year. 7. Approval of Vacation Time An employee s manager must approve all vacation in advance. Each Business Unit has its own guidelines on scheduling and advance notice of vacation time. Approval of vacation time is contingent upon the needs of the business

6 Vacation Practices Page 6 of 6 8. Exelon West Vacation Exceptions All Exelon West employees hired before January 1, 1977 will continue to receive vacation days under the schedule below. Exelon West Employees Hired Before 1/1/1977 Years of Service Attachments A: Full Time/Part-Time Status Change Sample Calculations Attachment A Full Time/Part-Time Status Change Sample Calculations A part-time exempt employee with four (4) years of service working 20 hours per week from January 1, 2015 thru April 12 th, Effective April 13, 2015 the employee goes full time. The pro-rated calculation is as follows: Part-Time Pro-ration Part-Time Entitlement as of January 1 Part-Time Pro-ration after moving to fulltime status (for four months) 60 hours [(20 hours/40 hours) x 15 days full time allotment x 8 hours] 60 hours x (4 months/12 months) Pro-Ration 20 Hrs Full Time Pro-ration Full Time Entitlement 120 hours (or 15 days) Full Time Pro-ration 120 hours x ( 8 months / 12 months)= New Entitlement 80 Hrs 100 Hrs Employee would receive an additional 40 hours (100-60).