FBC Knoxville Employee Handbook 2025

HOURLY EMPLOYEE PAID TIME OFF AND ATTENDANCE POLICY

Effective January 1, 2020, the Company is transitioning from a traditional vacation plan to a Paid Time Off (PTO) plan. Along with this transition, the Company is making a change to an existing benefit as well as providing you with additional benefits. Below is a discussion of this change and the increased benefits.

NEW BENEFITS

The two new benefits discussed below are paid, and must be used, in 8-hour increments only, regardless of your assigned schedule. Payment for these benefits does not count toward hours worked for purposes of calculating overtime.

ADDITIONAL PERSONAL HOLIDAY

The Company will begin providing two (2) paid personal holidays. Personal holidays must be used within the benefit year in which they are granted. New employees will receive two personal holidays when they become benefit-eligible and those personal holiday hours must be used by December 31 of the calendar year in which the hours were granted.

Employees who have been with the company for more than 12 months, receive their personal holiday hours in January of each year. Those hours must be used by December 31 of each calendar year.

If you do not use your personal holidays, they will be replaced in January of the following year.

Unused personal holiday hours are not paid out if you terminate employment with the company.

PARENTAL LEAVE

The company offers five (10) days of paid parental leave to all benefit-eligible employees for the birth, adoption, or fostering of a child. Absences for parental leave do not require the use of PTO and are excluded from the points system.

This benefit is provided on an individual basis, so if both parents work for the company, each parent is entitled to parental leave.

Parental leave may be taken in single day increments but must be used within six (6) months of the birth or placement of the child for adoption or foster. Parental leave benefits may not be requested more than twice in a calendar year.

If the employee is FMLA- eligible, the use of parental leave will also count toward the employee’s annual FMLA entitlement.

If an employee is not FMLA-eligible or has exhausted FMLA, he or she is still eligible for the parental leave benefit.