Holidays & Paid Time Off
Full-time and Part-time employees are eligible for 12 paid holidays per year. At the discretion of the President & CEO additional paid days may be added. Decisions regarding annual paid holidays will be communicated by January 15th of each calendar year.
- New Year’s Day
- Martin Luther King Jr. Day
- Memorial Day
- Juneteenth
- Independence Day
- Labor Day
- Indigenous People’s Day
- Veterans Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Eve
- Christmas Day
Full-time employees will receive eight (8) hours and Part-time employees will receive four (4) hours of holiday pay on the day the holiday is observed. All nonexempt, hourly employees who work on the actual holiday will receive time and half for all hours worked from 12:01am to midnight on that holiday. Days holidays are observed change based on the calendar day the holiday falls on.
Paid Time Off
Paid Time Off (PTO) starts accruing upon hire. To be eligible to earn PTO, employees must regularly work at least 12 hours per week. Employees working less than 12 hours per week or employees who are seasonal or temporary are not eligible for PTO.
Use and Scheduling of PTO
Employees must use PTO when taking time off from work for any reason, and PTO can be taken in increments as small as one hour for nonexempt hourly employees. For exempt salaried employees PTO may only be taken in full day increments.
All PTO requests are subject to manager’s approval and staffing needs. Fello understands that unscheduled absences occasionally happen; however, when possible, PTO should be scheduled in advance. If the frequency of unscheduled absences becomes excessive, corrective actions will be taken, up to and including termination. Nonexempt, hourly employees must use their PTO hours according to their normal workday. For example, if an employee works an eight (8) hour day and needs to take off a full day, they must request eight hours of PTO. PTO is paid at the Employee’s regular pay rate, is not subject to overtime, and cannot exceed forty (40) hours per week.
Availability
During an employees first ninety (90) days PTO cannot be used unless it was discussed and approved during the interview process. Any exceptions to this policy shall be at the discretion of People & Culture.
Employee Paid Time Off
Accrual and Payment of PTO for Nonexempt, Hourly Employees
Accruals are based upon paid hours of up to 2,080 hours (40 hours per week) per year, excluding overtime. If an employee works fewer than 40 hours per week, but at least 12 hours per week, they will earn prorated PTO hours. Time in service with Fello will determine the rate at which employees accrue PTO. Employees will not accrue PTO during unpaid leaves of absence. Employees are eligible for the next level of accrual on the first day of the pay period of their employment anniversary date according to the table below.
Years of Service | Accrual Rat per Hour Worked |
|---|---|
Less than one year | 0.05 per hour worked |
1−3 years | 0.07 per hour worked |
4−5 years | 0.09 per hour worked |
More than 5 years | 0.10 per hour worked |
The maximum annual carryover on January 1 of each year is 120 hours. Employees may not borrow against their PTO bank; advanced leave is not allowed.
Accrual and Payment of PTO for Exempt Employees
Employees will not be paid for accrued PTO hours at the end of their employment.
The maximum annual carryover on January 1 of each year is 15 days. Employees may not borrow against their PTO bank; advance leave is not allowed.
Payment Upon Termination
Employees will not be paid for accrued PTO hours at the end of their employment.
Paid Family Leave
Fello supports a healthy start to every child’s life. Nonexempt, hourly employees who work an average of 30 hours per week and exempt employees are eligible for up to 160 hours of paid Family Leave in the event of the birth, adoption or placement of a child. Employees utilizing Family Leave are expected to utilize FMLA leave concurrently. Family Leave is available to new parents and may be used in daily increments or all at once but must be used within six months after the birth, adoption, or placement of a child.
Employees are expected to provide as much notice as possible to their managers and People & Culture prior to utilizing Family Leave. Family Leave is not an accrued total reward and will not be paid out upon termination.
Maryland Flexible Family Leave
Fello allows employees to utilize PTO accruals to care for a family member who has fallen ill. Notice is required, where foreseeable, and a physician’s note may be requested by a manager or People & Culture to verify absences for more than three days.
Emergency Unpaid Leave
On occasion, it may be unavoidable for an employee to be away from the job due to extenuating circumstances. Employees without accrued PTO may be granted emergency unpaid leave upon approval of the President & CEO or their designee. Emergency unpaid leave should not be used as additional unpaid vacation time.
Voting Leave
Employees should have ample time to vote outside of their working hours. However, if there is some extenuating circumstance in which an employee cannot vote during early voting or outside of working hours, an employee will be granted up to two (2) hours of paid leave to vote in elections. Employees should make all reasonable efforts to vote outside of their normal working schedule. Employees should consult their manager if they have problems voting outside of working hours so that this may be accommodated.
Bereavement Leave
Bereavement leave is paid as follows:
Exempt employees are eligible for three (3) days of paid leave.
- Nonexempt, hourly employees who work an average of 16−24 hours per week are eligible for up to eight (8) hours of paid leave.
- Nonexempt, hourly employees who work an average of 25−40 hours per week are eligible for twenty four (24) hours of paid leave.
This applies per instance, for a death in their family. Fello does not define family and bereavement leave will be reviewed by the employee’s manager. Employees must notify their manager when they will be absent.
Military Leave
Employees who are absent from work due to service in the uniformed services, including but not limited to service in the armed forces of the United States or the armed forces reserves, the national guard, or another commissioned corps of public service; will be granted leaves of absence in accordance with federal and state laws governing such leaves. Unless otherwise provided by state law, employees on such leave of absence are generally entitled to certain reemployment
rights and benefits if they meet the following requirements:
- Advance Notice — The employee must personally or through an officer of the service, give written or verbal notice before the need for military leave begins unless precluded by military necessity or circumstances which make notice unreasonable or impossible.
- Duration of Leave — The employee’s cumulative period of service in the uniformed services while in Fello’s employ may not exceed five years unless additional service is required to complete an initial period of obligated service, the employee is unable to obtain orders of release through no fault of his/her own, the employee can certify in writing by the Secretary of Defense that additional training is required, or additional service is required during a national emergency or war.
- Timely Re-Employment Application — The employee must return to work or apply for reemployment within the required time frame depending on the length of the employee’s service.
- Dishonorable Discharge — An employee who is dishonorably discharged from the military does not have the protection of re-employment rights.
Employees should contact People & Culture for more details regarding military leave, e.g., what type of service qualifies for this leave entitlement, what constitutes timely reemployment, under what circumstances their application for reemployment may be denied, and their rights and obligations related to employment benefits while on leave and upon returning from leave, etc.
Court Leave/Jury Duty
Upon receipt of a jury summons, juror questionnaire, or subpoena to testify, employees should notify their manager. Fello grants paid leave of up to twenty-four (24) hours for nonexempt, hourly employees and three (3) days for exempt employees per year if summoned for service as a juror or subpoenaed to testify as a court witness. Any remaining leave will be unpaid or accrued PTO may be used. Jury Duty or Witness Duty leave will be paid at the employee’s regular rate of pay.