Sick Time Policy

Purpose

The BeneTemps Earned Sick Time Policy (“EST”) is designed to comply with the Massachusetts earned sick time law effective July 1, 2015. These guidelines clarify the eligibility and administration of EST.

Eligibility

All BeneTemps employees on our direct payroll will be eligible to earn 1 hour of sick pay for every 30 hours worked.

• You will begin earning sick time hours on the first day of actual work.
• You may begin to use your sick time after you have been employed for 90 calendar days.
• Earned sick time hours will be reported on your pay statement.
• No more than 40 hours of earned sick time may be used in a calendar year (January-December)

Use of Earned Sick Time

Earned Sick Time may be used for the following purposes:

• If the employee is ill
• If the employee’s child, spouse, parent or parent of spouse is ill
• If the employee or family member has a medical appointment
• If the employee is addressing an incident of domestic violence

Earned sick time can be taken in 15 minute increments for any missed hours you are normally scheduled to work.

Earned sick time will be paid the same as your regular pay rate and will not be paid as overtime regardless of total hours worked in a week.

Use of sick time for other purposes is not allowed and cannot be used as an excuse to be late for work without advance notice of a proper use.

Carryover

You cannot use more than 40 hours of sick time in a calendar year, but you can rollover up to 40 hours of unused sick time to the next calendar year.

Alternatives to Sick Time

You may arrange, by mutual agreement with your Supervisor, to work additional hours during the same or next pay period to avoid the use and payment of earned sick time.

Reasonable Notice

If the need for earned sick time is pre-scheduled or foreseeable, you are required to notify both your Supervisor and BeneTemps at least 7 days before you need to take the sick time.

When the need is not foreseeable, you must make a good faith effort to notify your Supervisor and BeneTemps as soon as possible, preferably before the beginning of the scheduled workday.

If you use sick time for more than 24 consecutively scheduled work hours, BeneTemps will require written documentation of your need for sick time.

• IMPORTANT:  It is your responsibility to notify your Supervisor at the work location any time you will not be at work when scheduled.  If you are unable to notify us, you may have a responsible party contact us.
• Notifications for BeneTemps should be directed to Beth Kilcup via email or phone (beth@bthrsolutions.com or 781-474-5637)

Timecard Reporting

When using earned sick time, timecards must show sick time hours separate from hours worked. Your timecard will have an option to indicate sick time under ‘Type’.

Termination / Rehire

BeneTemps will not pay employees for unused earned sick time on termination or at the end of an assignment.

• If you are rehired within 1 year after you last worked for BeneTemps, your unused sick time will be available to use.
• If you were employed for less than 90 days, you will need to wait to use your sick time until you have satisfied the 90 day vesting period from original date of hire and combined with your rehire date.

Example:  Joe was hired 7/1/15 and ended assignment on 8/15/15.  He was employed for 45 days and earned 8 hours of sick time, but not eligible to use until employed for 90 calendar days.  Joe is rehired 6 months later and can use the 8 hours after he is employed for another 45 days.

• If you are rehired more than 1 year after you last worked for BeneTemps, your unused sick time will be forfeited.  You will need to satisfy a new 90 day eligibility period before you are eligible to use earned sick time, which will be earned beginning on your rehire date.

Questions

If you have questions about this policy, please contact Beth Kilcup at beth@bthrsolutions.com