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Time Away From Work
We value our employees time away from our production facility!
PTO "Paid Time Off"
Paid Time Off (“PTO”) applies to our non-exempt full-time employees & Production exempt full-time employees. You can use PTO for vacation, illness or injury, and personal business.
Tovala may automatically allocate PTO for every regularly scheduled work day which an employee is absent, at a rate of 8 hours of PTO/day. If an employee is absent on a regularly scheduled work day, and has accrued less than 8 hours of PTO, all available PTO hours they have available may be paid to the employee.
You will be paid for PTO at your base pay rate as of the time of the absence. PTO pay does not include overtime or any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.
Any unused but earned time off will be paid upon termination of employment.
How You Accrue PTO
PTO accrual rates differ by department. Below is a chart with the PTO accrual rates for full-time employees, as well as the amount of time an employee can roll over year to year (in the event you are not able to take all of your PTO time within a year).
Requesting PTO
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We value our employees time away, but must balance this with the needs of operating our business. As such, we’ve put together some guidelines on requesting PTO.
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Requests for time off will be accepted on a first come, first serve basis
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In order for us to manage business operations we ask that you provide us with advanced notice such as:
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3 days notice for 1 day of PTO request
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3 weeks notice for 1 week of PTO request
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Chicago Sick Pay
Tovala administers Sick Time in accordance with Chicago’s Sick Pay Leave Law. Below are the details of Tovala’s Sick Time Policy:
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Team members accrue one hour of paid sick leave for every 35 hours worked, up to a maximum of 40 hours in a rolling 12-month period
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Team members begin accruing paid sick leave on their first day of employment
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Sick leave may be used by team members to care for themselves or their family members when they are sick, to receive medical care, or if the team member or family member is the victim of domestic violence or sexual abuse
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For purposes of this policy, the phrase “family member” is defined as: child, legal guardian, domestic partner, parent spouse, domestic partner’s parent, sibling, grandchild, or any other individual related by blood or whose close association with the team member is the equivalent of a family relationship.
Paid sick time off can be used for the following reasons:
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The team member is ill or injured, or for the purpose of receiving medical care, treatment, diagnosis or preventive medical care
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The team member’s family member is ill or injured, or the family member is in need of medical care, treatment, diagnosis or preventive medical care
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The team member or a family member is the victim of domestic violence or a sex offense
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The team member’s place of business is closed by order of a public official due to a public health emergency, or the team member must care for their child due to the child’s school or place of care being closed by order of a public health official due to a public health emergency
If a team member misses more than three consecutive days due to illness, Tovala may require the team member to provide a physician’s written permission to return to work.
Tovalans are entitled to carry over half of their unused paid sick leave to the next 12-month period, up to a maximum of eighty hours; however, unused sick days are forfeited when a team member’s employment ends for any reason.
IL Production Holiday Schedule
In order to receive Holiday pay, you will need to work your scheduled shift BEFORE, ON (if scheduled to work on the holiday) and AFTER the holiday. If you call out for either your scheduled shift before the holiday, on the holiday or after the holiday, you will not receive 8 hours of Holiday Pay.
UT Production Holiday Schedule
In order to receive Holiday pay, you will need to work your scheduled shift BEFORE, ON (if scheduled to work on the holiday) and AFTER the holiday. If you call out for either your scheduled shift before the holiday, on the holiday or after the holiday, you will not receive 8 hours of Holiday Pay.
Eligibility for Holiday Pay
All regular full-time hourly production employees are eligible for holiday pay. Regular part-time employees and temporary employees are not eligible for holiday pay.
Non-exempt employees who have been authorized or required by his/her manager to work on a holiday observed by the Company will receive 8 hours of holiday pay plus time and a half for the hours worked.
Ex: Working an 8 hour shift on Labor Day, an employee would get 8 hours of Holiday Pay + 8 hours of overtime pay
Non-exempt employees who have not been scheduled to work on a holiday observed by the Company will receive 8 hours of holiday pay.
For overnight shift workers, holiday pay is paid based on the shift that starts on the holiday.
Ex: Labor Day is paid on your Monday - Tuesday shift and the 1.5x pay would be for the entire shift if you are scheduled to work
You will need to work your scheduled shift BEFORE, ON (if scheduled to work on the holiday) and AFTER the holiday in order to receive Holiday Pay. If you call out for either your scheduled shift before the holiday, on the holiday or after the holiday, you will not receive 8 hours of Holiday Pay.
Paid holiday hours are not considered to be hours worked for the purposes of overtime pay eligibility.
If a designated holiday falls within an employee’s PTO, the holiday is not considered a PTO day.
Winter Facility Shutdown
For a well deserved break, facility team members will have 5 days (40 hours) off with pay during the month of December during which time the facility closes. Days off will vary and will be coordinated and communicated by the facility's Plant Manager and People Team. Please note: These 5 days are not considered holidays and will not be treated as holiday pay.