Vacation/Personal Leave

If you plan to take time away from work for a vacation and/or a personal leave, you should make arrangements with your supervisor prior to completing a Paid Time Off Notification Form. Once the form has been completed and approved, it should be returned to your branch office for processing. You will be paid in accordance with your specific benefit package. If necessary, you may make arrangements to pay health insurance premiums for the time that you are away from work through the Benefits Administrator.

Your current available vacation hours can be obtained 24/7 through our website at https://eservices.tacworldwide.com/ 

Smart Plan Participants
Vacation time is accrued for employees participating in the Smart vacation plan. For every 40 hours of straight time you work, 1.6 hours of personal/vacation time is accrued. After completion of 5 years of service with TAC Transportation, vacation accrues at 2.4 hours for every 40 hours of straight time worked, for the ability to accrue up to 120 hours of available paid vacation time.

Smart Plan vacation accrual balances are viewable for employees who have enrolled in the direct deposit benefit. Your vacation time will show on your pay stub and is available through the website. You can also keep track of your vacation accrual by documenting the number of weeks that you work 40 straight time hours. By performing the simple equation below, you will be able to determine how many hours of vacation are available to you:

(1.6 hours) x (# of weeks you worked @40 hours) = # of hours available for personal/vacation

For example: Bill just finished working 20 weeks of work at 40 hours each week. Therefore, Bill has:
1.6 x 20 = 32 hours of available personal/vacation time.

Basic Plan Participants
Employees participating in the Basic Vacation Plan will receive a cash out of 40 hours vacation time once they have worked 1900 hours of straight time.

Holidays

TAC Transportation offers 2 holiday packages that you can select even if you do not elect Vacation Leave.

Bereavement

In plans that offer bereavement, employees are eligible to receive one day of paid time off. Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. A Paid Time off Notification must be completed, marked as bereavement and submitted to your branch office for processing along with a prayer card or death notification. Bereavement will be honored for immediate family only. This includes parents, spouses, children, siblings and grandparents.

Family Medical Leave Act (FMLA)

FMLA is a federal law requiring employers to provide up to 12 weeks of unpaid leave during a 12 month period to eligible employees for:

• Serious health condition of an employee, child, spouse, or parent
• Birth of a child
• Placement of a child through adoption or foster care

The law also states that the employee must be reinstated with the same or equivalent position and salary after FMLA leave. Employers must continue group health insurance for the employee for the duration of the leave. All full-time and part-time employees who have:

• Been employed with TAC for at least 12 months
• Worked at least 1,250 hours for TAC in the last 12 month period preceding the leave.

Under FMLA, you may apply for: Continuous (leave taken on a consecutive daily basis) or, Intermittent (leave taken for a minimum of a 1 hour period, but not necessarily consecutively. FMLA will run concurrently with TAC's short-term disability policy and other federal and state regulations. Leaves granted under any of the reasons provided by state and federal law (except for pregnancy disability leave for California employees) will be counted as family and medical leave and will be considered as part of the 12-work week entitlement in a 12-month period. The 12-month period is measured forward from the date an employee's first qualifying leave begins. Successive 12-month periods commence on the date of an employee's first use of such a leave after the preceding 12-month period has ended. There is no carryover of unused leave from one 12-month period to the next 12-month period.

During an FMLA leave, your participation in TAC's group health insurance plans will continue and TAC will continue to make the usual contributions to the premium costs of the plan provided that you pay your share of the cost. If you fail to return to work at the conclusion of an FMLA leave, you may be required to reimburse TAC for insurance payments made on your behalf.

You must notify your supervisor at least 30 days prior to the requested leave, if the leave is foreseeable, or, in any other case, as soon as possible prior to the event. After completing a FMLA request, you should submit it to your supervisor and Human Resources for approval. If your leave is due to a serious health condition, HR will require you to obtain medical certification from a doctor. Upon returning to work, a certification of fitness-for-duty from a health care provider is required before returning to work. We request at least two weeks advance notice of the date that you intend to return to work.

When your FMLA leave ends, you may be reinstated to the same position, if it is available, or to an equivalent position for which you are qualified. If you fail to return to work on the agreed upon return date, TAC Transportation will determine that you have resigned your employment.

Military Leave of Absence

An unpaid military leave of absence will be granted to employees who are absent from work because of service in the U.S. uniformed services in accordance with the Uniformed Services employment and Reemployment Rights Act (USERRA). You will be required to give advance notice of military service, unless military necessity prevents such notice or it is otherwise impossible or unreasonable.

You have the option to use any available vacation time to receive pay. You are also eligible to continue your group health insurance for up to 18 months, paying your portion of the monthly cost. Benefit accruals, such as vacation, sick, and vesting under the 401(k) will continue during the leave.

Provided you are qualified to perform the duties of your position, you shall be restored to the position you would have had if your employment had not been interrupted. If you are not qualified to perform the duties of your previous position and are not qualified for another position of similar pay, status and seniority, you will be provided the nearest approximation.