Basic information is taken from the CCC Employee Handbook.

Vacation and Holiday Benefits

Vacations and holidays are some of our most popular benefits. All employees are

eligible; persons working part-time receive prorated benefits. Benefits are set by

length of service as of January 1, according to the following schedule:

Years of Service Vacation Weeks

< 1 year Prorated (by months of service/12 x 2 weeks)

1 year 2 weeks

5 years 3 weeks

10 years 4 weeks

Vacation time will be granted each January 1. By seniority, employees can reserve

one week per year. Once all employees have had the option to choose their first

week, employees may choose to reserve additional weeks by seniority. Supervisors

may limit the number of people on vacation at any one time by department or

position.

Vacation time of up to five days can be carried over to the next calendar year.

Employees terminating employment for any reason are entitled to payment for

unused vacation time when they give their two weeks' notice.

Holidays

The following are paid holidays. Employees are eligible immediately upon

employment; persons working less than full-time will be paid on a pro-rated basis.

New Year's Day Thanksgiving Day and the Day after Thanksgiving

Memorial Day One half day on Christmas Eve

Independence Day Christmas Day

Labor Day The day before/after July 41

1 We take the day before July 4 when it falls on a Tuesday; the day after when

it fall on a Thursday; or a personal holiday on your choice of dates when the

holiday falls on other days.

Sick Leave

Nonexempt Employees

Five days of sick leave per calendar year are available to each employee. Sick leave

is earned beginning January 1 each year by all full-time employees who worked a

minimum of 1,500 hours in the previous calendar year. First-year employees receive

a prorated amount. Sick leave is not carried over from one calendar year to the next,

but unused sick time as of the end of the year will be paid out in a lump sum in

January.

Exempt Employees

Exempt employees continue to receive their regular salary until their sick time

or disability exceeds 30 days in a calendar year. After that, they will either go on

disability at 60 percent of pay or be converted to hourly status and made ineligible

for sick time until they are able to return to work on a regular basis. Exempt

employees do not receive a lump-sum payment for unused sick leave.

100% of the full employees would be participating in all of the time off plans with vacation prorated for part-time. Basic costs of vacation (3.6%), holidays (2.1%), sick (.8%), and personal (.4%) add up to 6.9% for these categories (page 23 chart). All answers to the following questions should be analyzed and answered with a MINIMUM of two paragraph discussion each including 3-5 full sentences.

1. Based on what the company currently offers can you identify where there might be improvements made WITHOUT increasing the costs for the employer?
2. If the employer wished to reduce costs in this area what might be some of the options to be considered?
3. How might you, as the HR manager, make it possible to increase time off with no additional costs in benefits?