All regular, full-time employees are eligible for paid holidays. Softsolv observes the following holiday schedule:
If a holiday falls on Saturday, employees will be off on the Friday before the holiday. If the holiday falls on Sunday, the following Monday will be observed.
If an employee works during a holiday to accommodate the client, arrangements to substitute a day of leave may be made in advance. If a holiday falls within an employee's scheduled annual leave, he/she will report holiday hours for that period in lieu of annual leave. Employees on leave without pay will not be eligible for paid holidays falling in such absences.
Holidays do not accrue and cannot be carried forward. The
standard holiday schedule shall be amended, as necessary, to
comply with contractual obligations which deviate from this
Paid annual leave is provided to regular, full-time employees because Softsolv believes that employees benefit from scheduled time off to enjoy relaxation and recreation, and to return to work in a revitalized condition. Annual leave may be taken before the end of the six-month introductory period., if approved by the employee's supervisor. Any advance leave prior to the end of the six-month evaluation period is subject to client schedules. Unused annual leave may be settled at the end of the year as bonus calculated at employee's annual rate.
Employees are eligible for paid vacation earned in accordance with the following annual leave accrual schedule. Length of Service Annual Leave six months, less than one year up to 5 working days(40 hrs) per year Second and third year up to 10 working days (80 hrs) per year or 3.33 hours per full pay period three years, but less than seven years up to 15 working days(120 hrs) per year or 5.00 hours per full pay period seven years or more up to 20 working days(160 hrs) per year or 6.66 hours per full pay period.
In order to request annual leave, an Annual Leave Request Form must be submitted at least two weeks prior to the beginning of the leave. Annual Leave Requests are approved by the employee's supervisor.
No leave will be granted to employees after either the employee, or Softsolv, has given termination notice. Employees will not be compensated for any unused vacation leave when terminated.
Employees are not charged with a day of annual leave when a scheduled paid holiday occurs during their vacation, provided they are employed on the day following their vacation.
Softsolv has intended to provide a method of furthering the health and general welfare of regular, full-time employees, as well as establishing standards to ensure maximum and reasonable job attendance. Company provided sick leave should not be viewed as a right to be used at the employee's discretion nor as a permissive level of absence; it is a privilege of paid time away from work duties where such absence is necessary for an employee's disabling injury, illness, or for assisting with the required or necessary medical care or doctor's appointment of the employee's immediate family.
Employees are required to notify their supervisor no later than one hour after their scheduled starting time. Employees who must leave work should likewise advise their supervisor. It is the responsibility of every employee to report the circumstances of the sick leave, recovery progress, and probable duration. Supervisors are responsible for verification, reporting, and record keeping of sick leave.
Regular, full-time employees are entitled to a maximum paid sick leave of 5 days(40 hours) per calendar year or 1.66 hours bi-weekly which may not be carried over to the next calendar. Employees who exhaust their sick leave may continue their necessary absence by use of their accrued vacation, and/or requesting a leave of absence.
Any illness or injury exceeding three days could, at the discretion of the project manager or supervisor, require a physician's certificate as a condition to return to work.
If an employee becomes ill or injured while on vacation, all days of consecutively scheduled vacation time will be completed before medical leave commences.
Employees will not be compensated for accrued but unused sick leave upon separation from Softsolv service. Any negative sick leave balance will be repaid to the company at termination.
This leave requires prior approval. The employee will receive his/her regular rate of pay less any compensation received from the court. (Expenses paid by the court, as opposed to jury duty pay, will not be refunded to Softsolv)
The employee must inform his/her Project Manager or supervisor as soon as he/she receives the summons to appear. The employee must submit a copy of the summons to appear along with his/her time-sheet for the week jury duty is served. It is the responsibility of the Project Manager or supervisor to obtain this copy, and to assure the time is accurately recorded on the time-sheet and submitted to accounting. If Jury duty exceeds 80 hours, continuation of pay will require the approval of the President or Executive Vice President.
An employee subpoenaed to court as a result of legal action not initiated by the employee, and clearly out of the employee's control, shall be considered the same as if he or she was on jury duty for a period not to exceed eight hours. If the employee initiates legal action resulting in a subpoena for his/her appearance in court, the employee shall be required to charge the time to annual leave.
On election days, employees are requested to vote either before or after business hours.
Leave of absence
Personal Leave Regular:
Full-time employees may request, subject to the discretionary approval of Softsolv management, a personal leave of absence without pay for a period not to exceed 12 weeks.
Request for a Personal LOA should be submitted in writing to the supervisor as far in advance of the anticipated leave date as possible. The leave request must be dated, signed by the employee, and sate the reason, duration, and location of the employee during leave. The supervisor will submit his or her recommendation to the SBU Manager, who will approve or disapprove the leave, and so notify the employee through the supervisor. The effective date of the LOA will be the last day worked.
Family and Medical Leave All fulltime and part-time employees are eligible to request up to 12 weeks leave of absence (on a calendar year basis) from the company under the Family Medical Leave Act(FMLA).
An employee is entitled to family/medical leave for the
* The employee's own serious health condition. * The placement of a child with the employee for foster care. * The birth or adoption of a child. * The care of the employee's sick child, spouse or parent
An employee must first exhaust any available leave prior to unpaid leave, the total of which can not exceed 12 weeks.
If a husband and wife both work for Softsolv, they may share 12 weeks of leave for the birth or adoption of a child. Both will be entitled to the full 12 weeks for their own illness or for the care of a sick child, spouse on or parent.
Employees are required to provide advance notice of not less than 30 days when the need for leave is foreseeable, and for unforeseeable leave as soon as is practicable. Employees will also be required to submit medical certification starting the illness or treatment, as well as an estimate of the duration of time needed. Leave may be taken continuously or under certain circumstances on a reduced leave schedule. Leave may not be carried over from year to year. Leave may only be taken in whole day increments.
The effective date of the family/medical leave will be the last day worked. Upon the expiration of family or medical leave, the employee may be reinstated to the position held or an equivalent one, if such a position is available.
If the leave was for medical reasons, a doctor's note releasing the employee to return to work must be submitted to the Project Manager.
The following guidelines are applicable to both personal and family/medical leave of absences:
Softsolv offers health insurance, life insurance and long term disability insurance for regular, full-time employees. Regular, full-time employees may elect short term disability and family health insurance for a nominal fee. All insurance coverage (if elected) becomes effective from the first day of the calendar month following the start of full-time employment. Softsolv pays up to $370 per month for the above mentioned coverage. Any amount paid over this limit for coverage may have to be compensated by the employee.
Following are brief description of each insurance program(refer to your respective insurance booklets for further details):
Health insurance benefits include major medical insurance and dental insurance. Pre-exiting conditions are covered, but only to a limited extent (see Health Plan booklet for details).
In order to be reimbursed for medical and/or dental expenses, employees are required to submit the appropriate claim forms directly to the insurance administrator.
Softsolv health care benefit coverage terminates at the end of the pay period in which the employee is terminated (either voluntarily or for caused).
For international employees Softsolv will reimburse H1 expenses and green card expenses up to a maximum of $3000 for each employee. Reimbursements will be paid in three equal installments of $1000/ year. If an employee leaves in the first year of employment all the expenses incurred are to be paid back. Softsolv processes green cards for qualified employees and expects the employee to stay a minimum of three years to qualify for the reimbursements.
Softsolv encourages its employees to further their careers by developing their knowledge, skills and abilities through formal education directly related to their career track. Graduate and undergraduate degree and non-degree programs are included in the Company's educational assistance program. In general, it is expected that the employee's performance on the job will not be impaired by the requirements of the educational courses.
To be eligible for this program, the employee must be a regular, full-time employee, and have completed the six month introductory period. As well as, be on the active payroll at the time the course begins and ends.
Eligible employees interested in participating in Education Assistance Programs must complete an Educational Assistance Request Form. Before enrolling in a college program or any outside course for which tuition assistance will be provided, employees should discuss with their supervisor how the course work applies to their work-related strengths or weaknesses and which new skills, knowledge or abilities they expect to learn from the course and apply on the job.
Tuition assistance will be provided to all regular, full-time employees on an equal basis without regard for race, color, religion, national origin, age, sex, disability, or veteran status.
For approved courses relating to the nature of Softsolv business, Softsolv will provide tuition reimbursement for up to two (2) approved graduate or undergraduate courses per semester taken by regular, full-time employees.
Tuition reimbursement includes course registration, actual tuition costs. Tuition reimbursement will be made according to the following schedule:
Approved Under-Graduate and Graduate Course
100 % of cost for Grade A
50 % of cost for Grade B
0% for Incomplete Course or grade Lower than B
Reimbursement will be made upon successful completion of the course(s) and presentation of the original grade reports, proof of payment, and a completed expense report.
Since there is a limited amount of money that can be spent on educational assistance, these requests will be handled on a first come, first serve basis.
In the event an employee leaves Softsolv within two-years period of receiving tuition reimbursement, the employee will reimburse Softsolv 100 percent of the tuition reimbursement paid. Payment for this reimbursement may be deducted from the employee's final check. Amounts not recovered from the last paycheck(s) will become due to Softsolv within 2 weeks of termination of employment.
A Tuition/Training Agreement must be signed by the employee and will be binding for all applicable tuition costs incurred and/or reimbursements paid to the employee. Softsolv's policy is set at a maximum tuition reimbursement of up to $1250 per employee per 12 month period, not calendar year.
Under Federal law, this may be a taxable benefit depending upon the nature of the educational course(s), and will be added to the employee's W-2 Form where appropriate.
It is Softsolv's belief that training is an integral part of the success and efficiency of Softsolv's operation., and instrumental to employee development within their job and in preparation for career advancement. Training is therefore viewed as a shared responsibility of management and employees in order to accomplish the mutual benefit of an increasingly skilled and efficient work force.
Responsibility for vocational training and observance of safe work practices is shared equally by each employee. In this regard, employees are responsible for attending, learning, and applying the information provided by in-service training, and will be responsible for self-initiation of that training outside the work environment that could reasonably lead to, or be required by, the standards for promotional employment opportunities.
Training, as related to Softsolv's policy, is considered to be industry training or seminars which are directly related to Softsolv 's current business.
Softsolv will pay up to 100 percent of training costs for approved programs that are job-related. Each request will be considered on a case-by-case basis and must be approved by an Softsolv officer.
Training requires an employee to sign a Tuition/Training Agreement. The maximum training reimbursement is $1250.00 per employee per 12 month period.
These training costs will be paid back to Softsolv by the employee, if the employee leaves Softsolv within one-year period after the last day of training. This training may be assigned by management or the employee may request a given training course.
The company encourages its professional staff members to participate actively in appropriate technical/professional societies. Annual dues may be reimbursed with the approval of Company management. Once approval has been given, the employee will be reimbursed upon providing proof of payment of dues, proof of membership and a complete expense report.
The company insures all employees against work-related injuries. Any such injuries must immediately be brought to the attention of your supervisor so that you may receive proper medical attention. The injury must be reported to Human Resources so that it can be filed with the worker's Compensation carrier. Any unsafe conditions should be immediately brought to the attention of your supervisor.
Compensation and Performance Appraisal Practices
Each employee will be evaluated at the conclusion of his/her six month introductory period. Thereafter, evaluations will be conducted annually or more frequently as deemed appropriate by supervisory personnel. The purpose of the written appraisal is to provide the employee with an assessment of his/her personal progress, and level of achievement of project and corporate goals. The appraisal helps to identify carrier development plans and job objectives as they relate to the strategic business growth of the Company, and the personal goals of the employee. Among the factors evaluated during formal performance evaluations are the employee's quality and quantity of work, work habits, interpersonal relations and adaptability to technical and managerial responsibilities.
Each employee is required to complete a self evaluation form and submit it to the evaluation supervisor, along with an updated corporate resume. Each employee is given an opportunity to meet with the evaluating supervisor to openly and candidly discuss the evaluation before it is finalized. Once the Performance Evaluation has been thoroughly discussed with the employee to point out both areas of successful performance and areas that need improvement, the employee should sign the performance evaluation to acknowledge awareness of its contents and discussion with the rating supervisor.
A promotion will be reflected by a change in title and may be accompanied by a salary increase annually. Although promotions generally occur in conjunction with regularly scheduled salary review actions, promotions may occur independent of such actions based upon business need and individual qualifications. The amount of promotional increase, when granted, will vary depending on the employee's performance, and the additional skill, responsibility and judgment required in the new position.
Softsolv makes every effort to promote from within the Company. There may be executions to this policy when specific skills are not available within the Company or when such a change would disrupt a current client's project. However, one of the Company's objectives is to offer employees more responsible work as they demonstrate their ability and willingness to accept added responsibility.
One of the advantages of working for a service organization is the possibility for employees to transfer to vacant or new, higher level positions when qualified employees are available or deemed suitable in all respects, and where it is determined to be in the best interests of Softsolv to do so. Every attempt is to be made to keep the employee satisfied while maintaining good client relationships.
Once an employee has approached a manager or Human Resource expressing an interest in a transfer it is imperative that the manager from the employee's proposed Group/Department discuss with, and get approval from, the employee's current manager before the transfer can take place.