Schupan is committed to helping our employees achieve a healthy work/life balance.
Benefits
Assistance
PTO
You’re worth the time.
Based on your feedback and comments from the October engagement survey, we have made impactful changes to our PTO policy, effective March 1, 2022.
This PTO Policy is in addition to company-paid holidays. For the schedule of Schupan-paid holidays, please contact your TMR Business Partner or your supervisor.
Your feedback matters.
Paid Time Off (PTO) is available for eligible employees to rest and rejuvenate, pursue personal interests, or simply enjoy some time away from the hard and much-appreciated work you do for Schupan.
See the chart below for the changes.
How Accrual Works
Dependent on your years of service, you will accrue at the rate shown in the chart. For example, a new employee will accrue 1.54 hours for every week worked, totaling 80 hours for the year.
More Detail
- “Eligible employees” are defined as employees in a regular full-time position, scheduled to work an average of 30 hours or more per week. All employees accrue vacation on a weekly basis.
- New employees will receive 80 hours of PTO at date of hire to use their first year while accruing for the next year. Hours will be prorated for classifications other than full-time (40 hours).
- Hourly employees will receive 40 hours of sick time each year on January 1st (due to the timing of rollout, sick time will be prorated for the 2022 benefit year).
- Paid sick time will not rollover from year to year. Unless required by state or local law, employees may only use sick time for personal illness or injury.
- PTO will be paid at the employee’s straight-time hourly rate.
If you have any questions about the changes to our PTO policy and how it may impact you, please reach out to your business partner.
Community Enrichment
- Environmental Cleanup Programs
- School Functions
- Community Events
- Community Donation Program
Jury Duty
At Schupan we encourage employees to fulfill their civic responsibilities by serving jury duty when required. Any employee summoned for jury duty will be granted a leave of absence for the time necessary for jury duty.
Full-time employees are eligible after 90 days of employment to receive jury duty pay for up to ten (10) days per calendar year at their base pay rate for hours necessarily missed from work due to jury duty. Employees are expected to promptly provide their supervisor with a copy of the summons once received.
Employees who are required to serve jury duty beyond ten days per calendar year may use available PTO to cover the remainder of their jury duty service. Please see the PTO policy for more information.
An employee released from jury duty before the time he/she would normally finish or begin his/her workday must call his/her supervisor, who will determine if the employee should report to work for the balance of the regularly scheduled shift.
Sick Time
Up to five (5) sick days (up to 40 hours) will be provided each January to hourly employees who regularly work more than 24 hours per week. Paid sick leave will be granted for an employee’s personal illness or injury, or for any other reason required by law. For more information please refer to the posted federal and state law poster at your location.
Sick time does not carry over from year to year unless required by state law.
New hires will receive pro-rated sick time based on their hire date
The Company reserves the right to request documentation for any absence from work, including reasons defined under the applicable state or local law. When the Company requests documentation, the employee will be given three (3) days to provide the requested documentation. Please refer to the Absenteeism and Tardiness policy for further information regarding attendance notification procedures.
LOA/FMLA
Leaves Of Absence / Family and Medical Leave Act
Legitimate physical or mental health conditions may necessitate a medical leave of absence (MLOA) from work, which can be requested. MLOA may apply in situations already covered by FMLA and/or PTO policies, but if an employee is not eligible for FMLA and/or PTO, or the leave time has been exhausted, the MLOA policy will govern the absence.
See the Employee Handbook for more information regarding leaves.
Bereavement
18 Revised 07/2020 All part-time employees are eligible for an equivalent amount of unpaid time off. If an employee suffers the death of a child, consideration will be given to grant additional unpaid time off up to 10 days.
Employees are eligible for unpaid bereavement leave in accordance with applicable state laws. For the purpose of bereavement, immediate family is defined as spouse, domestic partner, (step) brothers, (step) sisters, (step) parents, (step) grandparents, (step) children, (step) grandchildren, aunts, uncles, nephews, nieces, and in-law relations. Requests for bereavement leave should be made to the employee’s supervisor as soon as practical. Please refer to the PTO policy if requesting bereavement beyond the three (3) paid days.
Parental Leave
As your family expands, you may feel pulled between your responsibilities at home and work. Bonding time with a new child allows for trust and the feeling of being safe to grow. At Schupan, employees are eligible for two options of Paid Parental Leave within 12 weeks after birth, adoption, or placement.
Birthing Parent/Child Care Leave:
Up to 12 weeks of paid leave (8 weeks at 100%; 4 weeks at 60%)
Bonding Leave:
Up to 2 weeks of paid leave (1 week at 100%; 1 week at 60%)
Contact the TMR department for more information.