Paid Time Off

Non - Exempt Teammates

Full-time Fireclay teammates accrue 13 PTO days on a per-payroll-period basis over one year, up to 156 maximum rollover hours. On top of this, teammates are given an extra paid time off day to celebrate their birthday. Regular part-time teammates working at least thirty hours per week will also accrue PTO according to the above schedule on a prorated basis. All regular non-exempt part-time employees, working less than thirty (30) hours per week will accrue PTO according to the same schedule on a prorated basis. Sick pay will also accrue on a prorated basis, rules may vary by municipality.

PTO and other planned time-off provide a beneficial break to both the teammate and the Company and may be used for vacation, personal, or sick leave. Therefore, teammates are encouraged to take PTO annually.

PTO must be scheduled 30 days in advance to support coverage and continuity. PTO is subject to Managers’ approval and consideration of business needs. PTO accrual is capped at 156 hours, at which point an employee must use PTO to bring the balance to below 156 hours in order to continue PTO accrual. Employees will not accrue PTO while out on leave. Any deviation from this PTO time will be covered in initial offer letters of employment. All accrued but unused PTO at the time of an employee’s separation from the Company will be paid upon departure.

To request time off, you submit the request via Paycor.

Exempt Teammates

Exempt employees align to a Flexible Time Off (FTO) policy. The FTO is a policy that allows exempt employees to take time off for purposes of vacation, sick leave, or attending personal matters, so long as it does not interfere with their ability to complete their work. All time off requests must be submitted via Paycor and approved by a manager. Due to business or staffing needs, FTO requests are not guaranteed to be approved, partially or in whole.  

FTO will be used for any days that you are out sick. In the event you are sick, you must notify your manager as soon as practicable in advance of the workday if you plan to be out due to an illness. FTO can also be used if the employee must provide care or assistance to a spouse, registered domestic partner, child, parent, legal guardian or ward, sibling, grandparent, grandchild or designated person. The Company may request the employee to provide a note form a medical practitioner if the employee is out sick or provides care or assistance to a family member for more than three (3) business days. For the purposes of this policy, “designated person” is a person identified by the employee at the time the employee requests sick leave. 

Under this policy there is no systematic accruing of FTO beyond the approval process. The intent of this policy is that employees will ensure that they manage their FTO in a manner that prioritizes work responsibilities while balancing personal needs and commitments. 

The FTO granted under this policy is not treated as accrued time or vested wages. Employees will not be paid for FTO at the end of employment unless otherwise required by law.