If a non-exempt employee does not have sufficient accrued PTO but wishes to take personal time off, then make-up time must be done in the same amount. In other words, the employee needs to make up for the time that they will be gone by coming in early, staying late, or coming in on a Monday. Work may also be done at home, but it must be easily quantifiable so that it can be determined how much work must be accomplished to equal the number of hours required.
By law, make-up time can only be done during the same workweek as the time that is being taken off. Our work week runs Friday through Thursday. For example, if an employee wants to take off 2 hours on Saturday, they must make up that time by working additional hours between Friday and Thursday. The make-up time can be done before and/or after the time taken off.
If make-up time is not possible, you can only use the PTO that you have available. You cannot take unpaid time off and “take the incident.” Incidents are not exchangeable for time off. Anyone taking time off that was not yet approved or was disapproved is insubordinate and subject to disciplinary actions ranging from earning additional incidents to suspension without pay and up to and including termination.
Make-up time only applies to non-exempt hourly employees. Exempt employees are not eligible for make-up time. Make-up time is for preplanned and approved absences only and does not apply to unexpected absences due to illness or any other reason.
Non-exempt employees are allowed to use up to 2 hours of make-up time per month instead of using accrued PTO for preplanned and approved personal absences, except for during the month of December. If you have accrued PTO but wish to do make-up time instead of using your PTO, indicate that on your CSW for PTO request.
Make-up requests must be submitted in writing to your supervisor. If your supervisor approves, the form then goes to HR for final approval. It is not approved until both signatures are received. A separate written request is required for each occasion the employee requests make-up time. Although we will strive to approve whenever possible, requests for make-up time may be denied based on the staffing needs of the company.
Submit your request at least 24 hours before the desired time off or at least 24 hours before working the make-up time, whichever would occur first.
Make-up time worked will not be paid at an overtime rate. Employees may not work more than 11 hours in a day or 40 hours in a workweek due to making up time.
If you take time off and are unable to work the scheduled make-up time for any reason, then the missed hours will be unpaid. However, your supervisor may arrange with you another day to make up the time if possible. If you work your make-up time before taking the requested time off, you must take time off, even if you no longer need it.
An employee’s use of make-up time is entirely voluntary. Leo Hamel Fine Jewelers does not encourage nor discourage the use of make-up time.
Under certain exceptional circumstances and approved by management only, an employee may be able to use more than 2 hours per month of make-up time.
Employee Name: ________________________
I am requesting time off as a result of a personal obligation on:
Day of week: _____________________ Date: _________________________
From the hours of: _____ a.m./p.m.(circle one) to ______ a.m./p.m. (circle one)
I will make up the time within the same workweek as follows: (Fill in the dates and hours you plan to work to make up the missed time.) Non-Exempt Employees may not work more than 11 hours in a day or 40 hours in a workweek as a result of making up time that was or will be lost due to a personal obligation.
______________________________________________________________________
______________________________________________________________________
I understand that:
Employee Signature_______________________ Date Submitted___________________
For Employer Use Only. Check One:
By ___________________________ Date ________________________________ Supervisor
By____________________________Date_________________________________ HR