Gerber offers an accrued paid time off policy for hourly-paid employees to enjoy work-life balance and to meet their personal needs. Gerber encourages you to take time off at the discretion of you and your manager. Time out of the office is vital to avoiding employee burnout and, as such, we hope that you take time off as you need. Employees are responsible for managing their own time off to allow for adequate reserves for personal time off.

Eligibility and Accrual

All regular full-time and part-time hourly employees scheduled to work 20 hours or more are eligible to accrue PTO. The full-time accrual schedule is listed below and is based on a 40-hour per week work schedule. Part-time eligible employees accrue on a prorated basis in accordance with their typical work schedule. For example, employees working 30 hours per week will accrue at 75% of the rates listed below.

Use and Carry Over

PTO accruals occur on a continually-rolling basis. Hours used are deducted and accruals are added to the balance at the end of every pay cycle. Every accrual band has a maximum accrual, as outlined above. Once an employee has reached their maximum, accruals will cease until some portion of the PTO balance is used.

Paid time off can be taken for unscheduled time off, such as sickness or injury, or scheduled time off, such as vacation time. Requests to take scheduled time off are submitted using this ADP time-off request workflow, and they must be submitted to your manager as far in advance as possible and are recorded in ADP’s Time and Attendance System. We will make every effort to grant employees’ time off preferences, consistent with our operating schedule. Further, we reserve the right to mandate the use of PTO in certain instances. If management schedules a shutdown, employees will be notified as soon as possible. All employees affected by the shutdown may be required to take their PTO at that time.

PTO hours count towards the accumulation of 40 hours in the computation of overtime. At the time of termination, any accrued balance will be paid and any time taken but not accrued will be deducted from the final paycheck.

Why are salaried and hourly employees on different time off policies?

The nature of work tends to be different between these employee populations and we seek to create policies that fit the way you work (and want to take time off from work).

How do I know vacation is being approved fairly? How do I know my team isn’t being treated differently?

The HR team is putting together workshops required for all managers to understand how to manage the balance of employees taking time and the business needs. However, every part of our business operates differently, and the dynamics of work expectations and time off will naturally align with how that area operates. We encourage you to focus on your needs and how they are being fulfilled. If you have concerns about being treated unfairly, as always, please contact your HR Business Partner.

How can I find the amount of time I have available??

These instructions will help you find it in ADP. If you run into any issues, feel free to email Payroll@gerbertechnology.com for clarification.

Why is the addition to the severance pay plan only for salaried employees?

Salaried employees are the only employee population affected by the switchover to DTO in a way that removes the payout, so we put something in place to make up for it. Hourly employees will continue to have an accrued time balance, so the normal dynamic can continue there.

For hourly employees, why are accrual caps often smaller than how much I would accrue in a year?

We believe that taking time off is vital to employee well-being. By setting it up this way, we hope to offer you an incentive to take the time you need as you need it knowing that you are guaranteed to hit your cap in a year.