Holidays 2017

 
CP HOLIDAYS 2017
CP CANADA HOLIDAYS 2017
CP UK HOLIDAYS 2017
Each eligible employee will receive holiday pay for those days designated as holidays by his or her location’s General Manager. Each General Manager shall, with the prior approval of his Senior Vice President, designate the recognized holidays for his or her location within the Corporate-set maximum established and distributed each year, in advance, by the Corporate Human Resources Department. The General Manager has discretion to designate up to, but no more than, such amount and should issue the list of recognized holidays for his or her employees at the beginning of each calendar year, with a copy to his or her Vice President and/or Regional Vice President and Senior Vice President and the Corporate Human Resources Department.
To receive holiday pay, full-time employees must (i) be at work, or on an authorized/excused absence (e.g., vacation), on the workdays immediately before and immediately after the holiday; and (ii) have completed thirty (30) days of employment. If an employee does not meet such criteria, contact the Corporate Human Resources Department for approval before you withhold pay. The Corporate Human Resources Department reserves the right to verify the reason for the absence before approving holiday pay.
Full-time exempt employees receive their regular salary on holidays. Full-time non-exempt employees receive their regular rates of pay for each holiday multiplied by the number of hours they would normally be scheduled to work, up to a maximum of eight (8) hours.
Part-time employees receive holiday pay only for holidays on which they actually work, and only for the number of hours they actually work, at their regular rate of pay.
Temporary employees, and employees on leave of absence, such as FMLA, or on layoff, are not eligible for holiday pay.
You may schedule employees to work on an observed holiday. In addition to receiving holiday pay, employees also will be paid for the hours worked as if the day were a regularly scheduled workday.
If a recognized holiday falls within an employee’s vacation, the holiday is not counted as a vacation day for that employee.

Vacation Accrual

To provide employees with a period of relaxation away from the job each year, Centerplate allows employees to earn vacation time with vacation pay. The policy of Centerplate is to base the amount of vacation pay on active service with the Company.
Employees begin to accrue vacation time in their first month of employment with the Company (according to the schedule below) and then may use their vacation time once they have been employed by the Company for six months. Vacation time is unvested (ineligible for use) during the first six months of the accrual period and becomes vested (eligible for use) following that period. After the first six months, vacation time is accrued and vested on a continuous basis.
Days of vacation earned are based on years of continuous service (based on the hire or adjusted service date). Interrupted service will lead to the use of the adjusted service date to determine the anniversary date for vacation computations.
If a recognized holiday (i.e. statutory holiday or holiday recognized by Company policy) falls within the employee’s vacation, the holiday is not counted as a vacation day.
 

Centerplate provides paid vacation for employees to take time for rest and recuperation.  Centerplate encourages employees to use their available vacation time in a timely manner each fiscal year.  Vacation accrues each month until the “Maximum Accumulation” set forth in the policy is reached.  Once the Maximum Accumulation is reached, accrual of vacation will temporarily stop.  When vacation is taken and the total accrued amount falls below the Maximum Accumulation, vacation accrual will begin again.  Exceptions to this rule may be permitted at the discretion of the Company in unusual circumstances by written authorization from the Corporate Human Resources Department.
Vacation time does not accrue during periods of layoff of 30 days or more, leaves of absence, FMLA leave and non-work related disability, unless applicable law requires otherwise. If a recognized holiday falls within the employee’s vacation, the holiday is not counted as a vacation day.

Vacation Request Form

All vacation eligible employees, including SVPs, VPs, GMs, Regional Executive Chefs, Directors and Regional or Area Controllers, must use the revised Vacation Request Form 12.19.14-FINAL to make vacation requests and submit the form to their manager for approval and processing. The vacation requests must be pre-approved by the respective manager, generally three weeks before the requested vacation. The manager may deny vacation requests if he or she determines that they interfere with the business of Centerplate or are untimely submitted.  Managers also may cancel an employee’s previously approved vacation due to business demands. Employees must designate on the Vacation Request Form a company contact who will respond to business inquiries during their absence. Contact the Corporate Human Resources Department if you have any questions.
Employees involved with seasonal operations should schedule vacations during off-season periods.
Approved Vacation Request Forms must be filed in the employee’s personnel file.  Vacation requests of SMT members and employees on an Overhead account must be sent to Corporate HR and Corporate Payroll.

Incidental Sick Days

This policy applies only to full-time employees, except those covered under a collective bargaining agreement
Covered employees are entitled to paid incidental days off because of legitimate, non-occupational illness or injury or for medical and dental appointments (“sick days”). Abuse of the incidental sick day privilege (including taking sick days in excess of those allowed under this policy) will result in disciplinary action, up to and including termination.
Covered employees are eligible to accrue a maximum bank of six (6) sick days at the rate of one-half (1/2) day per month commencing on an employee’s date of hire. Once the Maximum Accumulation is reached, the employee may not earn any further sick days until the employee uses sick days and brings his or her total below the Maximum Accumulation. Under no circumstances will exceptions to this rule be permitted. At Centerplate’s request, employees must provide satisfactory medical proof of the reason for a sick day absence of two (2) consecutive working days or more, and non-exempt full-time employees must provide satisfactory medical proof of the reason for a sick day absence of three (3) consecutive working days or more before returning to work.
An exempt full-time employee who is absent from work due to illness or injury must notify his or her immediate manager as soon as possible. A non-exempt full-time employee must notify his or her immediate manager as soon as possible and at least two (2) hours prior to his or her scheduled start time. Employees taking sick days should indicate the nature of the illness or injury. In all cases, as an employee’s immediate manager, you have the discretion to treat the failure to call in as an unauthorized absence, subject to disciplinary action.
Non-exempt full-time employees who work part of their shift and are excused for the remainder of their shift by their manager because of sudden or serious illness are paid only for time actually worked, unless the employee requests the use of one of his paid sick days. If requested, the remaining number of hours to complete the work day will be deducted from the employee’s accrued sick days.
It is the responsibility of your employee to keep you informed of the progress of his or her recovery.
Employees who have medical coverage are eligible to apply for Short Term Disability provided through the Company or through state mandated plans after missing five (5) consecutive days of work due to illness.
As a manager, you should consider whether an employee’s absence due to illness triggers the provisions of The Family Medical Leave Act (see Time Off – Family and Medical Leave Act). Contact the Corporate Human Resources Department if you have questions.
Under no circumstance may covered employees receive payment for accrued, but unused, sick days.
If an employee has a pattern of sick day absences, medical proof reasonably satisfactory to the Company may be requested by the General Manager. The General Manager should contact the Corporate Human Resources Department for guidance.

Bereavement

Full-time employees are allowed to take paid time-off up to three consecutively scheduled workdays in connection with the death of an immediate family member (“bereavement leave”). For purposes of bereavement leave, “immediate family member” is defined as the employee’s spouse, child, parents, siblings, grandparents, grandchildren, mother or father-in-law, or brothers and sisters–in-law.
Full-time exempt employees receive their regular salary as bereavement pay. Full-time non-exempt employees receive their regular rates of pay for each bereavement day multiplied by the number of hours they are normally scheduled to work, up to a maximum of eight (8) hours per day, excluding overtime, differentials, or other types of extra compensation. You must indicate “bereavement leave” on a non-exempt employee’s time sheet.
Bereavement leave by your employees must be pre-approved by you. Employees should notify you as soon as the need for bereavement leave is known. You may request proof of death.
Full-time employees may take more than three days bereavement leave with your prior approval. Extra bereavement days should be treated as unpaid leave. You always have the discretion to deny requests for additional bereavement leave.
A manager may approve, in his or her discretion, unpaid bereavement leave for part-time or temporary employees.

Jury Duty

By law in most states, the Company must grant employees time off for jury duty. Employees on jury duty may not be treated adversely because of their jury duty.
The Company will compensate full-time employees serving jury duty by paying the difference between the employee’s base pay and any compensation received from the Court for jury duty for a period of up to 30 days.
Travel, meals, parking and other expenses associated with jury duty are not reimbursed by the Company.
The employee must present the subpoena, jury notice, or “Call to Jury Duty” notification to you as soon as possible so that you can schedule coverage during the employee’s absence.
The covered employee must complete and sign the Jury Duty Payment Acknowledgement form and return it to you, together with a statement of amounts paid by the Court for jury duty.