Time Off

 

Rest, relaxation, and stress reduction are very important for your well-being and health. This can be accomplished through daily activities, such as exercise and meditation, but time away from work is also an important part.

You may be away from work for a variety of reasons — from vacation to military service. For AAA team members, Paid and Unpaid Time Off includes:

 

  • Holidays, Vacation, and Paid Time Off (PTO).
  • Leaves of Absence, including the Family and Medical Leave Act (FMLA).
  • Short Term Disability, Long Term Disability, Military Leave and more.

Unscheduled Absence

An Unscheduled Absence is any occurrence in which a team member is absent during scheduled work hours.  This includes Late, Leave Early or any other situation where the team member is scheduled to work and is absent.

Vacation, PTO and approved LOA time off that meets preapproval Notification Requirements are not considered scheduled work hours.  Please note:  Notification Requirements for scheduled time off vary by work location and business line.  Please confirm Notification Requirements, e.g., how much notice is required to pre-schedule PTO, with your manager. 

Use of PTO or Vacation time may be required for the hours missed, however any time missed during scheduled work hours will still be considered an Unscheduled Absence.  Unscheduled Absences may result in disciplinary action, up to and including termination.  Please refer to the Code of Conduct for additional details.

Roanoke Rapids Team Members

Each year, eligible team members accrue Paid Time Off hours as follows:

YEARS OF SERVICEACCRUED TIME OFF
0-4 years176 hours
5-9 year208 hours
10-14 years216 hours
15+ years240 hours

Please refer to your team member guidelines for eligibility, payment and usage details.

Car Care Team Members

Each year, eligible team members accrue vacation and PTO hours as follows:

YEARS OF SERVICEVACATION ACCRUAL
6-12 months40 hours
1-4 years80 hours
5-9 years96 hours
10-14 years112 hours
15-19 years128 hours
20-24 years144 hours
25+ years160 hours

Vacation Request Guidelines

Requests for vacation time must be submitted electronically through the time and attendance system and approved in advance by a team member’s manager. Team members are urged to submit vacation requests to their manager as much in advance as possible. Vacation requests will be approved based on management discretion and will be granted on a “first come, first serve” basis, based on business demands. Business demands may prevent team members from taking vacation during seasonal peak times. Vacation time can be taken in one hour increments, but must always have prior manager approval.

Vacation time for the year accrues on the first paycheck following a team member’s seniority date. Accrued vacation time cannot be carried over from one anniversary period to another. Accrued vacation time not used by the end of an anniversary period is considered lost or abandoned time, and is forfeited by the team member without any further compensation from the Company. Vacation time cannot be “borrowed” before it is accrued. In the event that an unscheduled absence or incorrect approval causes a team member to use more than the allotted accrual for the year, the amount of time used will be deducted from the next accrual.

Payout of Unused Vacation upon Termination

Except as specifically described below, unused accrued vacation pay is forfeited upon termination of employment and is not paid out to a departing team member.

Should your employment with AAA Car Care end, your eligibility for any payout of unused vacation time will be determined on the following basis:

Occurrence Payout

  • Employment Terminated by the Company, with or without cause

o   Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Administrative Termination (See FMLA Policy) of Employment by the Company

o   Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Resignation by Team member with less than 2 weeks’ notice

o   Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Resignation by Team member with 2 weeks or more notice*

o   Team member will receive team member’s unused accrued vacation balance, up to 40   hours, paid at team member’s regular rate of pay at time of resignation, contingent upon, satisfactory completion of duties during the notice period and full return of Company, assets and property, undamaged and in proper form, on or before team member’s, termination date. 

Failure to fulfill these conditions will result in forfeiture of any vacation    pay.

  • Termination by Company due to a Company Lay Off or Reduction in Force

o   May be eligible for vacation pay up to a maximum of 40 hours.

Note: The Company may, in its sole discretion, elect to decline the team member’s two or more week notice, at any time during the notice period, and pay team member’s accrued but unused vacation balance (40 hour maximum) in lieu of service. Any payment for accrued but unused vacation will not be considered an extension of the employment date beyond the last day worked.

PTO Accrual

Benefits-eligible team members may accrue 3.33 hours per month up to 40 hours per year.  PTO may be used as of your most recent date of benefits eligibility and after three months of employment.

PERSONAL TIME-OFF (PTO)

PTO is flexible paid time off that team members can use for pre-planned time off, illness, family situations, or any other personal reason.

PTO Allotment

New hires will have access to their PTO allotment on the 91st day after their hire date. The amount of time received will be prorated, based on the month of hire.  PTO requests must be submitted electronically through the time and attendance system and approved in advance by a team member’s manager.

Yearly Earning/Accrual of PTO

PTO is actually earned at the rate of 3.33 hours per month November through October of the award year.

The team member must be actively employed by AAA Car Care through October 31st of the award year in order to earn the full 40 hour allotment of PTO.

Use of PTO hours before they are earned is advancement in pay for a benefit that is not yet earned. If a team member leaves the Company before October 31st, either voluntarily or involuntarily, and has used or has been paid out for PTO they have not yet earned, the amount of unearned time will be deducted from their final paycheck at the team member’s regular rate of pay as of the date of termination.

Unearned Personal Time-Off Example:

A team member had 40 hours of personal time-off (PTO) available to use on January 1st. The team member used 30 hours of PTO, and then left the Company on August 5 of the same year. From January through July, the team member earned 7 months of PTO, at the rate of 3.33 hours per month for a total of 23 hours. The remaining 7 hours of time used was unearned, and will be deducted from the team member’s final paycheck.

Overuse of Personal Time-Off (PTO)

PTO cannot be borrowed from one calendar year to the next. Team members can view their PTO balance through time clock system. A team member should not request or take PTO in excess of their awarded annual allotment. If, during periodic audits, it is determined that a team member has used more than their allotted amount of PTO for the year, a correction will be made to change any overage to vacation time. If no vacation time is remaining, the team member will be required to reimburse the Company for the overage.

Personal Time-Off (PTO) Payout and Expiration

From time to time, in the sole discretion of Company Management, the Company will award a payout, up to a maximum of 40 hours, of unused PTO. Pay-outs will be determined based on the number of unused or unscheduled PTO hours the team member has on the last day of a pay cycle to be determined in November or December each year. Earned PTO that is not used or pre-scheduled (by the cut-off) is not eligible for end of year payout and will be forfeited after December 31st each year. If a team member wishes to take time off after a payout has occurred, it must have been pre-scheduled and pre-approved or it will be applied against any available vacation time. In the event of an unscheduled or incorrectly approved absence, time will be deducted from any remaining vacation time the team member currently has, if no benefit time is available, it will be unpaid.

Termination / Forfeiture of PTO

In the event of termination of employment, whether it is voluntary or involuntary and regardless of the time, cause or manner of such termination, all of a team member’s PTO is forfeited. There is no payout for unused PTO and no additional compensation is provided by the Company in relation to the forfeiture.

TowMark Team Members

Each year, eligible team members accrue vacation and PTO hours as follows:

YEARS OF SERVICEVACATION ACCRUAL
6-12 months40 hours
1-4 years80 hours
5-9 years96 hours
10-14 years112 hours
15-19 years128 hours
20-24 years144 hours
25+ years160 hours

Vacation Request Guidelines

Requests for vacation time must be submitted electronically through the time and attendance system and approved in advance by a team member’s manager. Team members are urged to submit vacation requests to their manager as much in advance as possible. Vacation requests will be approved based on management discretion and will be granted on a “first come, first serve” basis, based on business demands. Business demands may prevent team members from taking vacation during seasonal peak times. Vacation time can be taken in one-hour increments, but must always have prior manager approval. Some departments/business lines may require team members to use at least one week of earned vacation (excluding holidays) in a one week block of time. Team members should speak with their managers to see if they are subject to this vacation requirement.

 

Vacation time for the year accrues on the first paycheck following a team member’s seniority date.  Accrued vacation time cannot be carried over from one anniversary period to another. Accrued vacation time not used by the end of an anniversary period is considered lost or abandoned time, and is forfeited by the team member without any further compensation from the Company. Vacation time cannot be “borrowed” before it is accrued. In the event that an unscheduled absence or incorrect approval causes a team member to use more than the allotted accrual for the year, the amount of time used will be deducted from the next accrual.

 

Payout of Unused Vacation upon Termination

Except as specifically described below, unused accrued vacation pay is forfeited upon termination of employment and is not paid out to a departing team member.

Should your employment with AAA Carolinas end, your eligibility for any payout of unused vacation time will be determined on the following basis:

Occurrence Payout

  • Employment Terminated by the Company, with or without cause

 Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Administrative Termination (See FMLA Policy) of Employment by the Company

Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Resignation by Team member with less than 2 weeks’ notice

Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Resignation by Team member with 2 weeks or more notice*

Team member will receive team members unused accrued vacation balance, up to 40 hours, paid at team member’s regular rate of pay at time of resignation, contingent upon satisfactory completion of duties during the notice period and full return of Company assets and property, undamaged and in proper form, on or before team member’s termination date. Failure to fulfill these conditions will result in forfeiture of any vacation pay. 

  • Termination by Company due to a Company Lay Off or Reduction in Force

May be eligible for vacation pay up to a maximum of 40 hours.

Note: The Company may, in its sole discretion, elect to decline the team member’s two or more week notice, at any time during the notice period, and pay team member’s accrued but unused vacation balance (40 hour maximum) in lieu of service. Any payment for accrued but unused vacation will not be considered an extension of the employment date beyond the last day worked.

  

PTO Accrual

Benefits-eligible team members may accrue 3.33 hours per month up to 40 hours per year.  PTO may be used as of your most recent date of benefits eligibility and after three months of employment.

PERSONAL TIME-OFF (PTO)
PTO is flexible paid time off that team members can use for pre-planned time off, illness, family situations, or any other personal reason.

PTO Allotment
New hires will have access to their PTO allotment on the 91st day after their hire date. The amount of time received will be prorated, based on the month of hire. PTO requests must be submitted electronically through the time and attendance system and approved in advance by a team member’s manager.

Yearly Earning/Accrual of PTO
PTO is actually earned at the rate of 4 hours per month November through October of the award year.

The team member must be actively employed by AAA through October 31st of the award year in order to earn the full 96 hour allotment of PTO.

Use of PTO hours before they are earned is advancement in pay for a benefit that is not yet earned. If a team member leaves the Company before October 31st, either voluntarily or involuntarily, and has used or has been paid out for PTO they have not yet earned, the amount of unearned time will be deducted from their final paycheck at the team member’s regular rate of pay as of the date of termination.

Overuse of Personal Time-Off (PTO)
PTO cannot be borrowed from one year to the next. Team members can view their PTO balance through time clock system. A team member should not request or take PTO in excess of their awarded annual allotment. If, during periodic audits, it is determined that a team member has used more than their allotted amount of PTO for the year, a correction will be made to change any overage to vacation time. If no vacation time is remaining, the team member will be required to reimburse the Company for the overage.

Personal Time-Off (PTO) Payout and Expiration
From time to time, in the sole discretion of Company Management, the Company will award a payout, up to a maximum of 96 hours, of unused PTO. Pay-outs will be determined based on the number of unused or unscheduled PTO hours the team member has on the last day of a pay cycle to be determined in November or December each year. Earned PTO that is not used or pre-scheduled (by the cut-off) is not eligible for end of year payout and will be forfeited after October 31st each year.

Termination / Forfeiture of PTO
In the event of termination of employment, whether it is voluntary or involuntary and regardless of the time, cause or manner of such termination, all of a team member’s PTO is forfeited. There is no payout for unused PTO and no additional compensation is provided by the Company in relation to the forfeiture.

Support, Travel, or Insurance Team Members

Each year, eligible team members accrue vacation and PTO hours as follows:

YEARS OF SERVICEVACATION ACCRUAL
6-12 months40 hours
1-4 years80 hours
5-9 years112 hours
10-14 years120 hours
15-19 years144 hours
20+ years160 hours

Vacation Request Guidelines

Requests for vacation time must be submitted electronically through the time and attendance system and approved in advance by a team member’s manager. Team members are urged to submit vacation requests to their manager as much in advance as possible. Vacation requests will be approved based on management discretion and will be granted on a “first come, first serve” basis, based on business demands. Business demands may prevent team members from taking vacation during seasonal peak times. Vacation time can be taken in one hour increments, but must always have prior manager approval. Some departments/business lines may require team members to use at least one week of earned vacation (excluding holidays) in a one week block of time. Team members should speak with their managers to see if they are subject to this vacation requirement.

Vacation time for the year accrues on the first paycheck following a team member’s seniority date.  Accrued vacation time cannot be carried over from one anniversary period to another. Accrued vacation time not used by the end of an anniversary period is considered lost or abandoned time, and is forfeited by the team member without any further compensation from the Company. Vacation time cannot be “borrowed” before it is accrued. In the event that an unscheduled absence or incorrect approval causes a team member to use more than the allotted accrual for the year, the amount of time used will be deducted from the next accrual.

Payout of Unused Vacation upon Termination

Except as specifically described below, unused accrued vacation pay is forfeited upon termination of employment and is not paid out to a departing team member.

Should your employment with AAA Carolinas end, your eligibility for any payout of unused vacation time will be determined on the following basis:

Occurrence Payout

  • Employment Terminated by the Company, with or without cause

o   Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Administrative Termination (See FMLA Policy) of Employment by the Company

o   Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Resignation by Team member with less than 2 weeks’ notice

o   Not eligible for vacation pay; all unused vacation pay is forfeited.

  • Resignation by Team member with 2 weeks or more notice*

o   Team member will receive team members unused accrued vacation balance, up to 40 hours, paid at team member’s regular rate of pay at time of resignation, contingent upon satisfactory completion of duties during the notice period and full return of Company assets and property, undamaged and in proper form, on or before team member’s termination date. Failure to fulfill these conditions will result in forfeiture of any vacation pay.

  • Termination by Company due to a Company Lay Off or Reduction in Force

o   May be eligible for vacation pay up to a maximum of 40 hours.

Note: The Company may, in its sole discretion, elect to decline the team member’s two or more week notice, at any time during the notice period, and pay team member’s accrued but unused vacation balance (40 hour maximum) in lieu of service. Any payment for accrued but unused vacation will not be considered an extension of the employment date beyond the last day worked.

PTO Accrual

Benefits-eligible team members may accrue 8 hours per month up to 96 hours per year.  PTO may be used as of your most recent date of benefits eligibility and after three months of employment.

PERSONAL TIME-OFF (PTO)

PTO is flexible paid time off that team members can use for pre-planned time off, illness, family situations, or any other personal reason.

PTO Allotment

New hires will have access to their PTO allotment on the 91st day after their hire date. The amount of time received will be prorated, based on the month of hire.  PTO requests must be submitted electronically through the time and attendance system and approved in advance by a team member’s manager.

Yearly Earning/Accrual of PTO

PTO is actually earned at the rate of 8 hours per month November through October of the award year.

The team member must be actively employed by AAA through October 31st of the award year in order to earn the full 96 hour allotment of PTO.

Use of PTO hours before they are earned is advancement in pay for a benefit that is not yet earned. If a team member leaves the Company before October 31st, either voluntarily or involuntarily, and has used or has been paid out for PTO they have not yet earned, the amount of unearned time will be deducted from their final paycheck at the team member’s regular rate of pay as of the date of termination.

Overuse of Personal Time-Off (PTO)

PTO cannot be borrowed from one year to the next. Team members can view their PTO balance through time clock system. A team member should not request or take PTO in excess of their awarded annual allotment. If, during periodic audits, it is determined that a team member has used more than their allotted amount of PTO for the year, a correction will be made to change any overage to vacation time. If no vacation time is remaining, the team member will be required to reimburse the Company for the overage.

Personal Time-Off (PTO) Payout and Expiration

From time to time, in the sole discretion of Company Management, the Company will award a payout, up to a maximum of 80 hours, of unused PTO. Pay-outs will be determined based on the number of unused or unscheduled PTO hours the team member has on the last day of a pay cycle to be determined in November or December each year. Earned PTO that is not used or pre-scheduled (by the cut-off) is not eligible for end of year payout and will be forfeited after October 31st each year.

Termination / Forfeiture of PTO

In the event of termination of employment, whether it is voluntary or involuntary and regardless of the time, cause or manner of such termination, all of a team member’s PTO is forfeited. There is no payout for unused PTO and no additional compensation is provided by the Company in relation to the forfeiture.

Fins Team Members

Each year, eligible team members accrue vacation and PTO hours as follows:

YEARS OF SERVICEVACATION ACCRUAL
6-12 months40 hours
1-4 years80 hours
5-9 years96 hours
10-14 years112 hours
15-19 years128 hours
20-24 years144 hours
25+ years160 hours

PTO Accrual

Benefits-eligible team members may accrue 3.33 hours per month up to 40 hours per year. PTO may be used as of your most recent date of benefits eligibility and after three months of employment.

PERSONAL TIME-OFF (PTO)
PTO is flexible paid time off that team members can use for pre-planned time off, illness, family situations, or any other personal reason.

PTO Allotment
New hires will have access to their PTO allotment on the 91st day after their hire date. The amount of time received will be prorated, based on the month of hire. PTO requests must be submitted electronically through the time and attendance system and approved in advance by a team member’s manager.

Yearly Earning/Accrual of PTO
PTO is actually earned at the rate of 4 hours per month November through October of the award year.

The team member must be actively employed by AAA through October 31st of the award year in order to earn the full 96 hour allotment of PTO.

Use of PTO hours before they are earned is advancement in pay for a benefit that is not yet earned. If a team member leaves the Company before October 31st, either voluntarily or involuntarily, and has used or has been paid out for PTO they have not yet earned, the amount of unearned time will be deducted from their final paycheck at the team member’s regular rate of pay as of the date of termination.

Overuse of Personal Time-Off (PTO)
PTO cannot be borrowed from one year to the next. Team members can view their PTO balance through time clock system. A team member should not request or take PTO in excess of their awarded annual allotment. If, during periodic audits, it is determined that a team member has used more than their allotted amount of PTO for the year, a correction will be made to change any overage to vacation time. If no vacation time is remaining, the team member will be required to reimburse the Company for the overage.

Personal Time-Off (PTO) Payout and Expiration
From time to time, in the sole discretion of Company Management, the Company will award a payout, up to a maximum of 96 hours, of unused PTO. Pay-outs will be determined based on the number of unused or unscheduled PTO hours the team member has on the last day of a pay cycle to be determined in November or December each year. Earned PTO that is not used or pre-scheduled (by the cut-off) is not eligible for end of year payout and will be forfeited after October 31st each year.

Termination / Forfeiture of PTO
In the event of termination of employment, whether it is voluntary or involuntary and regardless of the time, cause or manner of such termination, all of a team member’s PTO is forfeited. There is no payout for unused PTO and no additional compensation is provided by the Company in relation to the forfeiture.

Holidays

AAA Carolinas recognizes several holidays throughout the year. Regular full-time, active status Team Members receive eight hours of pay for each of the holidays observed. Part-time Team Members and Team Members working flex-schedules will receive pay (limited to pay for the hours that they were scheduled to work that day) if the holiday falls on their regularly scheduled workday.

Holidays are an immediate benefit to Team Members with no waiting period for new hires. The holidays observed by AAA Carolinas are:

  • New Year’s Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving Day
  • Christmas Day

 

Additional holidays, such as the day before a Saturday holiday or the day after a Sunday holiday, may be added at the Company’s discretion in either half-day or full-day increments depending on the year’s calendar and business needs.

To receive holiday pay, a Team Member must work their regularly scheduled hours before and after the holiday, unless the Team Member’s manager excuses such an absence, or proper documentation is submitted.

In addition, if a Team Member is scheduled to work on a holiday and he or she is out sick that day, the Team Member is required to present a doctor’s note certifying the illness in order to be compensated for the holiday.

If it becomes necessary for a Team Member to work on any of the Company observed holidays, the Team Member will be paid according to the Company practices within their department, branch or business line and in accordance with applicable law.

Jury Duty

Jury Duty 

AAA Carolinas encourages Team Members to accept and fulfill their civic duty if asked to serve on a jury, and will not terminate or take other adverse employment actions against Team Members for such service. Team Members should notify their manager as soon as they receive a jury summons (or within 3 days of being notified) so necessary coverage can be arranged. Team Members must provide their managers with a copy of their jury summons.

Team Members who serve on a jury will be paid for their normal work schedule for each day they serve, up to a maximum of two weeks. In order to receive jury pay, Team Members are responsible for acquiring a certified statement by a court official specifying the dates and hours of jury attendance or forfeit jury compensation.

Team Members will only be paid for jury duty. Any other court appearances will be unpaid or taken as PTO/Vacation.

Bereavement

Team Members receive up to 5 (five) consecutive scheduled days off to arrange for and attend the funeral of an immediate family Member, calculated at a maximum of eight hours per scheduled day and a maximum of 40 hours.

  • Spouse
  • Mother
  • Father
  • Child
  • Brother
  • Sister

 

Team Members receive up to 3 (three) consecutive scheduled days off for bereavement of an extended family Member, calculated at a maximum of eight hours per scheduled day and a maximum of 24 hours.

  • Grandparent
  • Grandchild
  • In-laws (mother and father only)
  • Step-parent
  • Step-children
  • Step-siblings

Bereavement time is available for all full and part-time Team Members upon their first day of hire. Team Members will be excused and receive pay for the days they were previously scheduled to work. Pay will be at their regular straight time hourly rate, and will not count as “hours worked” for overtime purposes. Should a death occur in a Team Member’s family, the Team Member should notify his or her manager as soon as possible.