Our Commitment to Health and Safety in the Workplace

​

Sick Leave 

 

Eligible Employees

​

All employees who have worked in California for the same employer for 30 or more days within a year from the start of their employment will be entitled to paid sick time. However, employees are not eligible to take paid sick time until they have worked for the

Company for 90-days from their date of hire.

​

Eligible employees will receive sick leave as follows:

 

• Eligible employees earn sick leave at the rate of one hour of paid sick time for every 30 hours worked

• You will need to meet the 90 day employment requirement before taking any leave.

• Exempt employees are presumed to work 40 hours per workweek for purposes of sick time accrual. If their normal workweek is less than 40 hours, accrual will be based on their norma workweek.

• The Company does not pay employees for unused paid sick leave. Employees who are rehire with one year of separation from employment may be eligible for reinstatement of previously accrued and unused paid sick time.

• Employees may earn a maximum of 24 Hours paid sick time. After you have reached this maximum amount, no additional paid sick time will be earned until some or all of your accrued paid sick time is used.

• The maximum amount of paid sick time you are allowed to use in each Calendar Year period is three days or 24 hours, regardless of how much paid sick time you have earned.

• Qualifying Reasons for Paid Sick Leave

 

Paid sick time can be used for the following reasons:

​

• Diagnosis, care or treatment of an existing health condition for an employee or covered family member, as defined below.

• Preventive care for an employee or an employee's covered family member.

• For certain, specified purposes when the employee is a victim of domestic violence, sexual assault or stalking.

For purposes of paid sick leave, a covered "family member" includes:

​

• A "child" defined as a biological, foster or adopted child; a stepchild; or a legal ward,

• regardless of the age or dependency status of the child. A "child" also may be someone for

• whom you have accepted the duties and responsibilities of raising, even if they are not your

• legal child.

• A "parent," defined as a biological, foster or adoptive parent; a stepparent; or a legal

• guardian of an employee or the employee's spouse or registered domestic partner. A parent

• may also be someone who accepted the duties and responsibilities of raising you when you

• were a minor child, even if they are not your legal parent.

• A spouse.

• A registered domestic partner.

• A grandparent.

• A grandchild.

• A sibling.

​

Use of Paid Sick Leave

​

If the need for paid sick leave is foreseeable, you must provide advance oral or written

notification to the Supervisor or Manager . If the need for paid sick leave is not foreseeable,

provide notice to the Supervisor or Manager as soon as practical.

Use of paid sick time may run concurrently with other leaves under local, state or federal law.

Paid sick leave can be used in two hour hour increments.

 

Civil Air Patrol Leave

 

No employee with more than 90 days of service shall be disciplined for taking time off to perform emergency duty as a volunteer in the California Civil Air Patrol. If you are a Civil Air Patrol volunteer, please alert your supervisor that you may have to take time off for emergency duty. When taking time off for emergency duty, please alert your supervisor before doing so, giving as much advance notice as possible. Up to 10 days of leave for duty may be taken each year. However, leave for a single emergency mission cannot exceed three days, unless the emergency is extended by the entity in charge of the operation and the extension of leave is approved by the Company.

 

Extended Medical Leave

 

On occasion, an employee may need a medical leave of absence that extends beyond limits under any state or federal mandatory leave law. In addition, there may be circumstances when an employee needs a medical leave allowed under disability laws and in accordance with this policy. In these situations, an extended medical leave of absence may be granted for medical disabilities (other than pregnancy, childbirth, and related medical conditions) with a doctor's written certificate of disability. Extended disability leaves will also be considered on a case-by-case basis, consistent with the Company's obligations under federal and state disability laws. Employees should request any leave in writing and as far in advance as possible. A medical leave begins on the first day your doctor certifies that you are unable to work, and ends when your doctor certifies that you are able to return to work. Your supervisor will provide you with a form for your doctor to complete, showing the date you were disabled and the estimated date you will be able to return to work. When returning from a medical disability leave, you must present a doctor's certificate declaring fitness to return to work. Upon return from medical leave, you will be offered the same position you held at the time your leave began, if available. If your former position is not available, a comparable position will be offered. If neither the same nor a comparable position is available, your return to work will depend on job openings existing at the time of your scheduled return. Praetorian USA makes no guarantees of reinstatement, and your return will depend on your qualifications for existing openings. Praetorian USA will comply with any reinstatement obligations under state or federal law. California workers' compensation laws govern work-related injuries and illnesses. California pregnancy disability laws govern leaves taken because of pregnancy, childbirth, and related medical conditions. An employee that needs reasonable accommodations should contact HR Manager and discuss the need for an accommodation.

 

Jury Duty and Witness Leave

 

Praetorian USA encourages employees to serve on jury duty when called. Non-exempt employees who have completed their introductory periods will receive one days pay while serving jury duty following written confirmation to Payroll / HR. Exempt employees will receive full salary unless they are absent for a full week and perform no work. You should notify your manager or supervisor of the need for time off for jury duty as soon as a notice or summons from the court is received. You may be requested to provide written verification from the court clerk of performance of jury service. If work time remains after any day of jury selection or jury duty, you will be expected to return to work for the remainder of your work schedule.

 

Fees Paid by the Court

 

You may retain any mileage allowance or other fee paid by the court for jury services. Praetorian USA waives its right to retain it.

 

Organ and Bone Marrow Donor Leave

 

Employees who are donors for organ or bone marrow may take time off as follows:

• You must be employed for at least a 90-day period immediately before the beginning of leave.

• You may take up to 30 business days of paid leave, and up to an additional 30 business days of unpaid leave in any one-year period for the purpose of donating an organ to another person. The one-year period is calculated from the date the employee begins their leave.

• You may take up to 5 business days of leave in any one-year period for the purpose of donating bone marrow to another person. The one-year period is calculated from the date the employee's leave begins.

• During the leave for organ/bone marrow donors, Praetorian USA will continue to provide and pay for any group health plan benefits the employee was enrolled in prior to the leave of absence.

• Leave taken for the purpose of organ or bone marrow donation is not leave for the purpose of family medical leave under the federal Family and Medical Leave Act or the state California Family Rights Act. Employees who wish to take a leave of absence to donate bone marrow or an organ will be required to provide written verification of the need for leave, including confirmation that the employee is an organ or bone marrow donor and that there is a medical necessity for the donation of the organ or bone marrow. Praetorian USA requires that employees taking leave for organ donation use up to 24 hours of accrued but unused sick leave. Praetorian USA requires that employees taking leave for bone marrow donation use up to 24 hours of accrued but unused sick leave. Once a Donor has exhausted the required paid sick leave, the employee will be paid for the remaining leave of absence, if additional leave is needed, up to the maximum allowed by law.

 

New Parent Leave Act (NPLA)

 

California's New Parent Leave Act (NPLA) provides an employee with up to a maximum of 12 weeks of unpaid NPLA leave within one year of a child's birth, adoption or foster care placement if you meet all of the following eligibility requirements:

 

• You have been employed with the company for a total of at least 12 months prior to the commencement of leave;

• You have worked at least 1,250 hours during the previous 12-month period before the need for leave; and

• You are employed at a worksite where there are 20 or more employees within a 75-mile radius. If you are eligible for NPLA leave you need to be aware of the following important information:

• You have the right to take up to a maximum of 12 weeks of unpaid, job-protected NPLA leave within one year of the child's birth, adoption or foster care placement.

• You are guaranteed employment in the same or comparable position at the end of your NPLA leave.

• Your group health benefits will be maintained during your NPLA leave at the same level and under the same conditions as if you continued to work (not to exceed 12 weeks over the course of a 12-month period for NPLA leave). If you currently contribute to the payment of benefits, you must continue to do so while on leave.

• If you do not return to work after your NPLA leave, you may be required to reimburse the Company for its share of any group health insurance premium paid on your behalf during your NPLA leave unless your failure to return is due to the continuation, recurrence, or onset of a serious health condition or other circumstances beyond your control. You can choose to use vacation, sick leave or other accrued paid time off during your NPLA leave. Please advise HR Manager if you wish to use any of your accrued leave benefits during your NPLA leave. In addition, you may be eligible for Paid Family Leave (PFL) wage replacement benefits or other forms of wage replacement during your NPLA leave. Contact HR Manager for more information regarding wage replacement. If you have any questions about NPLA leave or other benefits, please contact HR Manager.

 

Personal Leave

 

A personal leave of absence without pay may be granted at the discretion of Praetorian USA. Requests for personal leave should be limited to unusual circumstances requiring an absence of longer than six weeks. Approved personal absences of shorter duration are not normally treated as leaves, but rather as excused absences without pay.

 

Pregnancy Disability Leave - Five or More Employees

 

If you are pregnant, have a related medical condition, or are recovering from childbirth, please review this policy. Any employee planning to take pregnancy disability leave (PDL) should advise the personnel department as early as possible. Please make an appointment with the personnel manager to discuss the following conditions:

 

The length of pregnancy disability leave will be determined by the advice of the your physician, but employees disabled by pregnancy may take up to four months of leave per pregnancy (the working days you normally would work in one-third of a year or 17 1/3 weeks). Part-time employees are entitled to leave on a pro rata basis. The four months of leave includes any period of time for actual disability caused by the your pregnancy, childbirth, or related medical condition. This includes leave for severe morning sickness and for prenatal care, doctor-ordered bed rest, as well as other reasons. Your healthcare provider determines how much time you need for your disability;

 

Praetorian USA will also reasonably accommodate medical needs related to pregnancy, childbirth, or related conditions or temporarily transfer you to a less strenuous or hazardous position (where one is available) or duties if medically needed because of your pregnancy;

 

If you need to take PDL, you must inform Praetorian USA when a leave is expected to begin and how long it will likely last. If the need for a leave, reasonable accommodation, or transfer is foreseeable (such as the expected birth of a child or a planned medical treatment for yourself), you must provide at least 30 days advance notice before the PDL or transfer is to begin. Consult with the personnel manager regarding the scheduling of any planned medical treatment or supervision in order to minimize disruption to the operations of the Company. Any such scheduling is subject to the approval of the your health care provider;

 

For emergencies or events that are unforeseeable, we need you to notify the Company, at least verbally, as soon as practical after you learn of the need for the leave;

 

Failure to comply with these notice requirements may result in delay of PDL, reasonable accommodation, or transfer;

 

Pregnancy leave usually begins when ordered by your health care provider. You must provide Praetorian USA with a written certification from a health care provider for need of PDL, reasonable accommodation or transfer. The certification must be returned no later than 15 calendar days after it is requested by the Company. Failure to do so may, in some circumstances, delay PDL, reasonable accommodation or transfer. Please see the personnel department for a medical certification form to give to your health care provider; • Leave returns will be allowed only when the your health care provider sends a release;

 

You are allowed to use accrued sick time (if otherwise eligible to take the time) during PDL. You are allowed to use accrued vacation or personal time (if otherwise eligible to take the time) during PDL; and

 

Leave does not need to be taken in one continuous period of time and may be taken intermittently, as needed. Leave may be taken in increments of 15 Min . If intermittent leave or leave on a reduced work schedule is medically advisable you may, in some instances, be required to transfer temporarily to an available alternative position that meets your needs. The alternative position does not need to have equivalent job duties, but must have the equivalent rate of pay and benefits, and you must be qualified for the position. The position must better accommodate your leave requirements than your regular job. Transfer to an alternative position can include altering an existing job to better accommodate your need for intermittent leave or a reduced work schedule. When your health care provider releases you to return to work, from PDL, you will be reinstated to your same position held at the time the leave began or, in certain instances, to a comparable position, if available. There are limited exceptions to this policy. An employee returning from a pregnancy disability leave has no greater right to reinstatement than if the employee had been continuously employed. If you are on PDL, you will be allowed to continue to participate in group health insurance coverage for up to a maximum of four months of disability leave (if such insurance was provided before the leave was taken) at the level and under the conditions that coverage would have been provided if you had continued in employment continuously for the duration of the leave. In some instances, the Company can recover premiums paid to maintain your health coverage if you fail to return from PDL. PDL may impact other benefits or a seniority date. Please contact the personnel department for more information.

​

School Appearances Involving Suspension

 

If you are the parent or guardian of a child facing suspension from school is summoned to the school to discuss the matter, you should alert your supervisor as soon as possible before leaving work. In agreement with California Labor Code Section 230.7, no discriminatory action will be taken against an employee who takes time off for this purpose.

 

Time Off for Voting

 

If you do not have sufficient time outside of working hours to vote in an official statewide election, you may take off enough working time to vote, including up to two hours off without loss of pay. This time should be taken at the beginning or the end of the regular working shift, whichever allows for more free time for voting and the least time off work. When possible, an employee requesting time off to vote shall give their supervisor at least two working days notice.

 

Volunteer Civil Service Personnel

 

No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, peace officer, or emergency rescue personnel. Employees who perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel may also take up to a total of fourteen days unpaid leave time per calendar year to engage in required fire, law enforcement or emergency rescue training. Please alert your supervisor that you may have to take time off for emergency duty or emergency duty training. When taking time off for emergency duty, please alert your supervisor before doing so when possible.

 

Military Spouse Leave

 

Employees who work more than 20 hours per week and have a spouse or registered domestic partner in the Armed Forces, National Guard or Reserves who have been deployed during a period of military conflict are eligible for up to 10 unpaid days off when their spouse is on leave from (not returning from) military deployment. You must request this leave in writing to HR within two business days of receiving official notice that your spouse will be on leave. You must attach to the leave request written documentation certifying that your spouse will be on leave from deployment.

 

Sick Leave - San Francisco

 

As of February 7, 2007, San Francisco law provides for mandatory paid sick leave under the City's Paid Sick Leave Ordinance (the "PSLO"). As of July 1, 2015, California law provides for mandatory paid sick leave under the Healthy Workplaces, Healthy Families Act (the "State Law"). This policy is intended to comply with the requirements of the PSLO and the State Law by providing a single paid sick leave benefit ("San Francisco Sick Leave," or"SFSL"). Employees eligible for SFSL are not eligible for sick leave under any other Company policy. If you have any questions about SFSL, please contact HR Manager . Eligible Employees All employees, including part-time and temporary employees, who work at least 56 hours per year in the City and County of San Francisco for Praetorian USA will be entitled to SFSL. However, new employees are not eligible to use SFSL until their 90th day of employment. Amount of San Francisco Sick Leave Eligible employees accrue SFSL at the rate of one hour of SFSL for every 30 hours worked, beginning on their first day of employment with the Company. SFSL accrues in hour-unit increments. The Company does not pay employees for unused SFSL. Employees who are rehired within one year of separation from employment may be eligible for reinstatement of previously accrued and unused SFSL. Cap on Accrual Employees may accrue a maximum of 72 Hours of SFSL. After an employee has reached this maximum amount, no additional SFSL will accrue until some or all of the employee's SFSL is used. Accrued, unused SFSL carries over from year to year, subject to the maximum accrual.

 

Qualifying Reasons for San Francisco Sick Leave

 

San Francisco Sick Leave can be used for the following reasons:

 

• For medical care, treatment, diagnosis or preventive care, or for any other medical reason related to your own illness, injury or medical condition.

• To aid or care for a covered family member, as defined below, who is receiving medical care, treatment, diagnosis or preventive care, or for any other medical reason related to a covered family member's illness, injury or medical condition.

• For certain, specified purposes when you or a covered family member is a victim of crime or abuse.

• For purposes related to donating your bone marrow or your organ to another person, or to care for or assist a covered family member for purposes related to that person's donating bone marrow or an organ to another person. Use Related to COVID-19 San Francisco Sick Leave can also be used if you take time off work because:

• Public health officials or healthcare providers require or recommend you isolate or quarantine to prevent the spread of disease;

• You fall within the definition of a "vulnerable population" under the San Francisco Department of Public Health's (DPH) March 6, 2020 guidelines or any subsequent updates (as of March 6, 2020, a "vulnerable population" is a person who is 60 years old or older or a person with a health condition such as heart disease, lung disease, diabetes, kidney disease, or weakened immune system);

• Your business or work location temporarily ceases operations in response to a public health or other public official's recommendation; • You need to provide care for a family member who is not sick but who public health officials or healthcare providers have required or recommended to isolate or quarantine; or

• You need to provide care for a family member whose school, childcare provider, senior care provider, or work temporarily ceases operations in response to a public health or other public health official's recommendation. For purposes of SFSL, a covered family member includes:

• A child, defined as a biological, foster, or adopted child; a stepchild; or a legal ward, regardless of the age or dependency status of the child. "Child" also includes a child of a domestic partner or a child to whom you act as a parent, even if they are not your legal child.

• A parent, defined as a biological, foster, or adoptive parent; a stepparent; or a legal guardian. "Parent" also includes a person who is a biological, foster, or adoptive parent, a stepparent, or a legal guardian of your spouse or registered domestic partner; or a person who acted as your parent when you were a minor, even if they are not your legal parent. • A sibling, including biological, adoptive, foster and step-relationships.

• A grandparent, including biological, adoptive, foster and step-relationships.

• A grandchild, including biological, adoptive, foster and step-relationships.

• A spouse.

• A registered domestic partner.

• A designated person you name in advance on a form provided for this purpose, if you do not have a spouse or registered domestic partner.

• Contact Manager or Supervisor to obtain a designation form. Within 30 hours after SFSL begins to accrue, employees will be given a window of 10 work days to make the designation. Employees will be provided an annual opportunity One Hour to designate a person or to change the designation, with a window of 10 work days to do so. Use of San Francisco Sick Leave San Francisco Sick Leave is intended to be used only when actually required for the reasons described above and is not to be used for other"personal" absences. Employees are not required, as a condition of using SFSL, to search for or find a replacement worker to cover the hours during which the employee is using SFSL. Employees cannot be discriminated against or retaliated against for requesting or using accrued SFSL. If the need for paid sick leave is foreseeable, employees shall provide reasonable advance oral or written notification to the Manager or Supervisor . If the need for paid sick leave is not foreseeable, employees shall provide notice of the need for the leave to the Manager or Supervisor as soon as practicable.. An employee's use of SFSL may run concurrently with other leaves under local, state, or federal law. Incremental Use San Francisco Sick Leave can be used in a minimum increment of two hours.

 

Crime or Abuse Victims' Leave and Accommodation

 

If you are the victim of crime or abuse, you are eligible for unpaid leave. While the leave is generally unpaid, employees can use their paid sick time under California's Healthy Workplaces, Healthy Families Act for the purposes described below. You are considered a victim of crime or abuse who is eligible for unpaid leave if you are: A victim of stalking, domestic violence, or sexual assault; A victim of a crime that caused physical injury or that caused mental injury and a threat of physical injury; A person whose immediate family member is deceased as a result of a crime. "Immediate family member" includes: Regardless of age, your biological, adoptive, or foster child, stepchild, or legal ward, a child of a registered domestic partner, a child to whom you stand in loco parentis, or a person to whom you stood in loco parentis when the person was a minor; Your biological, adoptive, or foster parent, stepparent, or legal guardian or that of your spouse or registered domestic partner, or a person who stood in loco parentis when you or your spouse or registered domestic partner was a minor child; Your legal spouse or registered domestic partner; Your biological, foster, or adoptive sibling, a step-sibling, or half-sibling; or; Any other individual whose close association with you is the equivalent of a family relationship described in any of the bullets above. Any person against whom any crime has been committed (only for purposes of taking time off to appear in court to comply with a subpoena or other court order as a witness in any judicial proceeding). You may request leave if you are involved in a legal action, such as obtaining restraining orders, or appearing in court to obtain relief to ensure you or your child's health, safety, or welfare. Please provide reasonable advance notice of the need for leave, unless advance notice is not feasible. Contact HR Manager . If you need a reasonable accommodation for your safety at work, contact HR Manager . If you are requesting a reasonable accommodation, you will need to submit a written statement signed by you or an individual acting on your behalf, certifying that the accommodation is for the purpose of your safety at work. For reasonable accommodation requests, the Company will also require certification demonstrating that you are the victim of crime or abuse. The Company may request recertification every six months. Please notify the Company if an approved accommodation is no longer needed. The Company will engage in an interactive process with you to identify possible accommodations, if any, that are effective and will make reasonable accommodations unless an undue hardship will result. Praetorian USA will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave or accommodation under these provisions.

​

Paid Family Leave

 

Employees may be eligible for Paid Family Leave (PFL) wage replacement benefits, which are funded through payroll deductions and coordinated through the Employment Development Department (EDD). PFL provides partial pay for up to eight weeks when you need to take leave from work to: • To care for a parent, parent-in-law, child, spouse, registered domestic partner, grandparent, grandchild, or sibling who is seriously ill; • To bond with your newborn, foster child or newly adopted child: or • For a qualifying exigency related to the covered active duty or call to covered active duty of your spouse, registered domestic partner, parent, or child in the Armed Forces of the United States. The PFL program does not provide employees with a right to a leave of absence; it is limited to a state-mandated wage replacement benefit.

​

​