Michael's Automotive Group Paid Time Off Policy


Vacations are great! We all need to get away from the job for a while; it's conducive to good health and well-being. Full-time employees are entitled to paid vacations based on years of continuous service calculated from their anniversary date of employment.

                                  Complete Years of Continuous Service - Weeks of Paid Vacation;

                                                                             After 1 year - 1 week

                                                                           After 2 years - 2 weeks

                                                                         After 10 years - 3 weeks

 On or about January 1st of each year your supervisor will post a vacation schedule sign­up sheet and you will be allowed to sign up for the vacation dates desired. If more than one employee signs up for the same vacation period, the employee with the longest service will have priority. The Dealership reserves the right to restrict the taking of vacations during peak workload periods, or to determine the number of employees that may be on vacation at one time in a single department.

 Two consecutive weeks of vacation is normally the maximum any employee can take at one time. Those entitled to three weeks of vacation should attempt to schedule their time off to share the workload and minimize conflicts with other vacation schedules. "Day-by-day" (long weekend) vacations are to be avoided wherever possible. An additional day of vacation will be granted when an observed holiday falls during your vacation.

 An employee who voluntarily terminates and gives a two week notice will be compen­sated for any vacation earned but not yet taken.

 We encourage all employees to take their earned vacation time. Vacation earned may not be accumulated and carried over into the following anniversary year. No pay will be given in lieu of vacation.


All full-time employees are eligible for holiday pay after completing 30 days of employment. To receive holiday pay, you must work your normally scheduled day before and after the holiday or be on vacation or an excused absence those days.

 An eligible employee assigned to work on a holiday may take an alternate date off in lieu of the observed holiday after approval is obtained from his or her supervisor one week in advance of the day requested.

 In general, a holiday that falls on Saturday will be observed on the preceding Friday. A holiday that falls on Sunday will be observed on the following Monday.

 Regularly paid employees generally enjoy the following holidays with pay:

 New Year's Day
 Memorial Day 
 Fourth of July
 Labor Day          
 Thanksgiving Day
 Christmas Day

 Any exceptions to these observances will be announced well in advance of the holiday.


 We recognize that a special leave of absence is sometimes necessary due to pregnancy, a medical condition or other circumstances. These are usually available only to full-­time employees unless federal or state law provides otherwise. You must make your request for leave in writing to your supervisor within a reasonable period of time before the leave is to be taken unless emergency conditions exist. Leaves, both those approved on a discretionary basis and those mandated by law, will be confirmed in writing.

 The Family and Medical Leave Act of 1993 (FMLA) applies to you if you have been employed by the Dealership for at least 12 months and have worked at least 1,250 hours in the 12-month period before the requested FMLA leave begins provided the Dealership employs 50 or more employees in a 75-mile radius.

 If you are eligible, the FMLA entitles you to up to a total of 12 weeks of unpaid leave during a 12-month period for one or more of the following reasons:

 (1) Your inability to perform all the essential functions of your job because of your own serious health condition. A serious health condition does not include a cold, the flu, upset stomach, headaches other than migraine, minor ulcers and other common conditions which are generally brief in nature unless complications develop. The Dealership will generally ask for certification from your medical care provider that you do have a qualifying serious health condition and will require re-certification every 30 days that the serious health condition is still present and still prevents you from performing all the essential functions of your job unless your health care provider's initial certification indicates you will be absent longer than 30 days. At the time of your return, you must provide a release for return to work, including any continuing limitations on your ability to perform the essential functions of your job in order to assist in accommodation of the limitations, if accommodation is not an undue hardship. The Dealership will provide you with the form used for medical certification, which includes the definition of a serious health condition, and the form for return to work.

 (2) To care for your spouse, child or your parent with a serious health condition. The Dealership will ask for certification from the spouse's, child's or parent's medical care provider that he or she does have a qualifying serious health condition and that you are needed to provide care and will require re-certification every 30 days that the serious health condition is still present and still requires you to provide care unless the health care provider's initial certification states you will be needed to provide care for more than 30 days. The Dealership will provide you

with the form for certification of the other person's health condition and medical necessity of your rendering care; or

(3) The birth of a child or the placement of a child for adoption or foster care during the first 12 months following birth or placement. Either the mother or father qualifies for this leave under the FMLA.

 FMLA leave for your serious health condition or the serious health condition of a qualifying other person may be taken on a continuous basis, intermittently or on a reduced work schedule if the health care provider certifies it is medically necessary to take the leave on a reduced work schedule or intermittently. You may not take FMLA leave for the birth or placement of a child on a reduced work schedule or intermittently.

 You will be required to use accrued but unused paid leave, such as sick leave or vacation, for all or part of your FMLA leave. If your serious health condition is due to a work-related injury and you are on time loss or you are on a disability leave, those days will still be counted as part of your FMLA leave time. The Dealership will begin counting the 12-month period in which you are entitled to the twelve weeks of leave from the day you first request FMLA leave or the Dealership has reason to know from information provided by you that you will be absent for a reason which qualifies for FMLA leave.

 During FMLA leave, your group health care benefits will continue the same as for active employees. In most cases, upon return from FMLA leave, you will be restored to your same or equivalent job with equivalent pay, benefits and other terms and conditions of employment. Refusal to take a job offered which is equivalent to your prior position will be regarded as a voluntary quit and employment will be terminated. If you fail to return to work within two regularly scheduled work days following the ending date of the FMLA leave and have not made previous arrangements to extend your leave, you will be considered a voluntary quit and your employment will be terminated.

 The Dealership will provide more generous leave if any Washington law so requires. The Dealership reserves the right to modify or change the foregoing based upon any change in the FMLA, its regulations or the interpretation of the FMLA and its regulations.


Those employees who serve in a reserve branch of the armed forces and are required to be absent from work to fulfill their obligations. may request unpaid leaves of absence for that purpose. Military leave will be handled in accordance with all federal and state laws.


We recognize the responsibility of every citizen to serve on jury duty when summoned and whenever personal and business circumstances permit. The Dealership will allow time off for you to participate as a juror. Written evidence of jury duty may be requested by your supervisor. You are expected to report to work during those periods when you have no court responsibilities.


The Dealership grants up to three (3) days off to employees suffering a death in the immediate family if necessary to make arrangements and attend the funeral. Immediate family includes your spouse, child, sibling or parent. Additional unpaid days off will be granted under warranting circumstances.