Stop And Shop Employee Handbook
Employee Handbook Website EMPLOYEE HANDBOOK & GUIDELINES LEAVES OF ABSENCE LEAVES OF ABSENCES Leaves of absence are approved at the discretion of Employee Handbook Website, when permitted and in accordance with governing state and federal laws. Managers should contact Human Resources as soon as they become aware of a need for a leave of absence. Types of Leaves Consistent with eligible criteria, the following types of leaves may be requested: Family and Medical, Medical and Pregnancy Disability, Personal, Military, Jury/Witness, Bereavement and other applicable leaves. Family and Medical Leave Act Policy Family and Medical leaves of absence, or FMLA leaves are available on an unpaid basis to eligible employees. In order to qualify for a leave, an eligible employee must (a) have been employed by Employee Handbook Website for at least 12 months, (b) have worked at least 1,250 hours of service during the period immediately preceding the commencement of the leave would begin, and (c) work within a 75-mile radius of 50 or more employees of the company. An eligible employee may request up to 12 weeks of leave in a 12-month period to care for newborn child, a newly adopted child, or a spouse/domestic partner, child or parent who has a serious health condition.
An eligible employee may also request a leave due to a serious personal health condition that prevents them from performing one or more of the essential functions of his or her job. The 12-month period used to measure the 12-week limitation will begin on the date employee begins a FMLA leave. Advance Notice Where the need for a leave is foreseeable, the employee should provide advance notice, preferably in writing and at least 30 days in advance of the date the leave will begin. The written notification should describe the reason for the requested leave, the date such leave will begin, and the expected duration of the leave.
If the leave is not foreseeable at least 30 days in advance, the employee must give as much advance notice as is practical. Medical certification must be provided to support a request for a leave required because of a serious health condition. Failure to provide satisfactory certification may result in the denial or postponement of a leave. Any leave of absence that is granted to an employee under this policy or any other policy for a purpose specified above shall be credited against the 12-week limit contained in this policy if and to the extent permitted by state and federal laws. Offset Provision Employee Handbook Website intends to administer its leave of absence policies in accordance with the requirements of all applicable state and federal laws. Instances may exist where two or more leave of absence policies provide overlapping protections for an eligible employee. However, it is the general intention of Employee Handbook Websites policies to limit employees to the time available under the single most favorable leave of absence policy and to prevent employees from exceeding the limitations of that policy.
Accordingly, any leave of absence that is taken by an employee under any policy that could have been taken under any other policy of Employee Handbook Website (if the employee had requested the opportunity to do so) shall be credited against the maximum limit on leaves established in each of the policies that provided the employee a basis to request a leave. For example, if an employee takes a leave of absence under the family and medical leave of absence policy, the time off shall be charged against the maximum time off available under that policy. Similarly, any leave of absence taken under the medical leave of absence policy will be charged against the maximum time off available under both that policy and the family and medical leave of absence policy if the employee qualifies for leave under both policies.
Exceptions to this offset provision will be made only where required by law. Return from Leave Subject to any exceptions provided by law, an employee will be guaranteed reinstatement either to his or her former position or an equivalent position upon completion of the leave, provided the total period of the leave does not exceed 12 weeks. Employees who take leaves because of their own serious health conditions must provide medical certification verifying that they are able to return to work in the same manner as employees who return from other types of medical leaves. Effects on Benefits Health and life insurance benefits ordinarily provided by Employee Handbook Website and for which the employee is otherwise eligible, will be continued for the duration of any leave granted under this policy.
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If the employee is enrolled in a medical plan option that requires the employee to pay a portion of the monthly premium, it is the responsibility of the employee to continue to pay that portion if he or she wishes to continue coverage during the leave. If an employee does not pay his or her share of the premiums for the period of the leave, coverage will cease in accordance with the provisions of the law. The employee may thereafter reinstate coverage immediately following the leave if the employee resumes payment of his or her share of the premiums in a timely manner.
Employees may use accrued vacation time for any portion of an unpaid FMLA leave. Vacation benefits will stop accruing beginning on the 1st day of leave and will begin to accrue again when the employee returns to work. Medical Leave of Absence Employee Handbook Website will grant any eligible employee who is temporarily disabled and unable to work due to a medical condition; a leave of absence without pay for the period of his or her disability, provided such period shall not exceed four (4) months. The term medical condition as used in this policy encompasses all temporary medical disabilities, including, but not limited to pregnancy, childbirth and related medical conditions. Request for Leave Where the need for a medical leave is foreseeable, the employee should provide advance notice, preferably in writing at least 30 days in advance the date the leave will begin. The written notification should specify that a need for medical leave exists, the date such leave will begin, and the expected duration of the disability.
Approval of Leave Medical certification from the health care provider that verifies the existence of the medical condition, the anticipated duration of the disability, and dates the leave is expected to begin and end must be provided to Employee Handbook Website before the leave is approved. An employee who requests such a leave may be required to provide additional medical certifications from time to time thereafter in order to provide updated information regarding his or her condition. Disability Pay An employee who is granted a Medical Leave of Absence must utilize any accrued sick leave benefits and may elect to use accrued vacation benefits during the period of his or her leave. Time off for a medical leave may be considered under the Short Term Disability or Long Term Disability Plans. The total duration of all absences related to the same medical condition shall be considered part of the same leave and may not exceed four (4) months. For purposes of this four-month limitation, any paid and unpaid portions of the leave shall be added together. In addition, any leave of absence that is granted to an employee under the Company's Family and Medical Leave policy due to the employee's medical condition shall be credited toward the four month limitation contained in this policy if and to the extent permitted by law.
Effects on Benefits Health and life insurance benefits ordinarily provided by Employee Handbook Website and for which the employee is otherwise eligible, will be continued during the period of disability at the employees expense. The cost of dependent coverage normally borne by the employee will remain the responsibility of the employee for the entire period of the leave. Vacation, holiday, and sick leave benefits will not accrue during any leave of absence.
Return from Leave Before returning to work from a medical leave of absence, an employee must provide a written verification from the employee's health care provider that indicates that he or she is fit to return to work. When determining whether an employee who is disabled within the meaning of the federal disability law is able to return to work, the health care provider should make an individualized assessment of whether the employee can, with or without reasonable accommodation, perform the essential functions of the position. Subject to the exceptions provided by law, employees will be guaranteed reinstatement from the leaves necessitated by a pregnancy-related disability. Although Employee Handbook Website is unable to guarantee reinstatement in other cases, an employee who returns to work at the end of his or her leave of absence will be returned to his or her former position, if available, or will be offered the first available opening in a comparable position for which he or she is qualified. Such an employee will be credited with all the service prior to the commencement of his or her disability, but not for the period of his or her disability.
Requests for extensions of a leave of absence will be considered if the following three criteria are met:. They are received in writing before the expiration of the approved leave;. They are supported by proof of continued disability in the form of certification by a health care provider; and. The requested extension does not cause the total period of absence to exceed four (4) months. An employee who fails to report for work immediately following the expiration of an approved leave will be deemed to have voluntarily resigned.
Stop And Shop Employee Benefits
Personal Leave of Absence Employees may request a personal leave of absence without pay for a reasonable period of time up to 30 days. Personal leaves of absence may be extended due to special circumstances. Requests for personal leave must be submitted in writing and approved by the employee's manager, the department head, Human Resources, and the CEO before the leave begins. Approval of such leaves will beat Employee Handbook Websites discretion, and on a case-by-case basis.
When considering a request for personal leave, Employee Handbook Website shall consider the employee's performance, responsibility level, length of service, the reason for the request, whether other employees are out on leave, and the potential impact of the leave on the. Accrued vacation time, if any, must be used at the beginning of a leave of absence.
The portion of the leave that occurs after all accrued vacation time has been exhausted shall be without pay. Vacation, holiday, and sick leave benefits will not accrue during any leave of absence. Military Employees who enter any branch of the Armed Forces of the United States, the National Guard and/or Reserves, will be granted leaves of absence in accordance with federal and state laws governing such leaves. Jury/Witness Duty Employees will be granted time off when required to perform jury duty or subpoenaed to appear in any judicial proceeding. If an employee is required to perform jury duty, the employee will receive full compensation less the state reimbursement for up to one month.
Stop & Shop Benefits
Full-time employees who are summoned for jury duty will be paid the difference between their normal rate of pay and the jury duty pay for a period of up to four weeks. However, in no case will the salary of an exempt employee be reduced for any week in which the employee works and also misses time to serve on a jury. Employees other than regular full-time employees will be provided time off to spend on jury or witness duty but are ineligible for compensation for the time spent on jury or witness duty. Employees should provide reasonable advance notice of his/her jury or witness duty obligation.
Upon return from jury or witness duty, an employee should provide verification of the leave to Human Resources. If an employee is excused from jury duty during regular working hours, he or she is expected to return to his or her job.
Bereavement In the event of the death of an immediate family member, employees will be eligible for up to five days off with pay. Immediate family members include parent, grandparent, sibling, spouse/domestic partner, and child. If an employee requires more time off, she may request a personal leave of absence or request to use accrued vacation time. Other Leaves of Absence Employees may occasionally need time off from work to address important matters that are regulated by law. Employee Handbook Website will comply with any such laws.
Years of Experience Those who have five to nine years of work experience see average pay of about $10.21 per hour. Broken down by tenure, the largest share of Stop and Shop employees (38 percent) have one to four years of experience and earn approximately $9.33 per hour on average. Locations Stop and Shop workers in Rhode Island earn the most — $17.12 per hour on average.
Jobs Earning $13.82 per hour on average, Florists receive the most money, followed by Sales Clerks and Cashiers ($10.30), Cashiers (around $9.17), and Deli Clerks ($9.15). Skills When it comes to skills, Retail Pharmacy seems to bolster pay the most; employees who claim proficiency also enjoy a median income of $40.47 per hour.
Customer Service is regularly seen around here; close to one-half of those surveyed report it as a core competency. Other top skills include Customer Relations, Retail, and Cash Handling.
Benefits and Perks Over a third of workers plan for retirement by taking advantage of the company-sponsored 401(k) program. The larger part of respondents can count on health insurance, and the larger part of survey participants have dental coverage as a benefit.
Additional benefits of working here are paid holiday and sick leave.