other benefits

This program reimburses you up to $10,000 for eligible expenses for the adoption of each child.

Surrogacy services are eligible for this assistance as well.

To file for reimbursement, fill out the adoption reimbursement form or surrogacy reimbursement form.

For more information, please contact HR4You at 1-855-444-5678 or see the policy posted on HR4You.

We love to see our employees continue to grow professionally and develop skills to support their current work assignments or next-identified job within the Company. To help you achieve your goals, we’ll reimburse you for tuition and books for approved, qualified courses up to $10,000 annually.

Note: You must be employed for at least one month prior to the date your course starts, for courses that begin after your date of hire. Other terms apply.

For more information, please visit hr4you.edassist.com or visit the HR4You Knowledge article called Education Assistance Policy – US.

Click here to learn more.

Employees are an excellent source for talent, and by referring candidates through our Employee Referral Program, everyone wins!

For more information on the program and to refer candidates, please refer to associated documents on HR4You or contact HR4You at 1-855-444-5678.

As the largest and most comprehensive family care solution, Wellthy is designed to solve your care challenges.  As a part of our dedication to giving you the support you need in and out of work, the Company provides this service at no cost to help you care for yourself and your loved ones.

Wellthy provides comprehensive and personalized concierge support to help you tackle the logistical and administrative tasks of caregiving. Let them help you find resources to care for yourself, your children, parents or in-laws, grandparents, and even a close neighbor.

Get started today!

Visit wellthy.com/member/benefits4me and let Wellthy know what you need support with.

If you have any questions or need help creating your account, call the member support team at 1-877-588-3917, Monday through Friday, 8:00 a.m. to 10:00 p.m. ET.

Here is a list of the fixed and flexible holidays we observe. Check with your management for more information, as holidays may change or flex holidays be assigned based on business need. Each year you will have 13 paid holidays, fixed and flexible holidays combined.

2025 Holidays:

Except where state or local law requires otherwise, holiday time is prorated for part-time and new employees.

2025

• Hired Jan. 1 – March 31: 16 hours when hired; 8 more hours on April 1; and 8 hours on July 1
• Hired April 1 – June 30: 8 hours when hired; 8 more hours on July 1
• Hired July 1 – Sept. 30: 8 hours when hired
• Hired Oct. 1 or after: No flexible holiday time

Any unused flexible holidays will be forfeited at the end of each calendar year.

Co-ops, temporary part-time, and seasonal employees are not eligible for any holidays.

For complete details, refer to the policies posted on HR4You.

*If you transfer to a different legal entity or work location, you will be subject to the scheduled holidays at that site. The holiday entitlement is based on a 40-hour work week. The amount of total holidays and flexible holiday hours may vary for employees who work less than 40 hours per week. Union employees should refer to their collective bargaining agreement.

**The United States Country Council reviews the holiday calendar each year and the mix of fixed and flexible holidays may change. Please note: Depending on your location and shift, you may be granted a holiday on the actual holiday instead of the observed day. Most sites are closed on Thanksgiving Day, the day after Thanksgiving, Christmas Eve and Christmas Day.

In addition to vacation time, the Company recognizes that you may have additional needs for time away from work due to illness or to attend to other personal business. Instead of offering separate sick time and personal days off, the Company offers a paid time off allowance (TOA) that combines these benefits and gives you flexibility to manage your time off as you see fit.

All full-time employees and part-time employees working 24 or more hours per week are eligible, except employees residing in California, Massachusetts, New York, Seattle WA, or Montgomery County, MD. If you live in one of those states, please refer to the specific time off policy in HR4You.

How the Program Works

On January 1 of each year, eligible employees will be given a bank of 48 hours (prorated for part-time employees and new hires). You can use this time for illness, weather-related conditions if the worksite is not closed, or other personal business, like doctor appointments, caring for a child or family member, attending school activities, etc.

• Non-exempt employees may charge time to this bank in increments of one hour.
• Exempt employees may charge time to this bank in increments of one day (equivalent hours).

Note: Your unused TOA does not roll over from year to year; any unused hours will expire on December 31. In addition, the Company does not pay out any unused TOA upon termination.

Effect on Pay

• Non-exempt employees: If TOA taken by an employee exceeds the bank of hours calculated for TOA, excess hours will be charged to floating holiday or vacation time with manager approval. Otherwise, the time off will be unpaid. 

• Exempt employees: If TOA taken by an employee exceeds the bank of hours calculated for TOA, excess hours will be charged to floating holiday or vacation time. If your floating holiday and accrued vacation time are not sufficient, any excess hours will be charged against future vacation accruals.

Scheduling TOA

When possible, you must schedule TOA in advance with your supervisor. The Company will try to grant every employee’s TOA requests if possible. However, we must have enough workers to meet our day-to-day needs, which means we might not be able to grant every TOA request, especially during holiday periods.

If circumstances such as a medical or family emergency prevent advance scheduling of TOA, you must inform your supervisor as soon as possible that you are taking paid time off.

Because TOA encompasses both sick leave and personal days, you must manage your TOA responsibly to ensure you have time available for emergencies, such as personal or family illness.

Additional Information 

For more information contact HR4You Direct at 1-855-444-5678, Monday through Friday 9:00 a.m. to 6:00 p.m., ET.

The amount of vacation time you have available each year is based on your years of service:

You accrue vacation on the 1st and 15th of every month, and you must be employed on the date the accrual is posted. You accrue at the higher rate on the next applicable semi-monthly accrual date after your anniversary. Upon termination, any pay for vacation time taken before it is accrued will be deducted from your final paycheck, except where legally prohibited.

Except where state or local law requires otherwise:

Co-ops, temporary part-time, and seasonal employees are not eligible for vacation time.

Vacation time is prorated for part-time and new employees.

Any unused vacation time will be forfeited at the end of each calendar year.

As part of your Basic Life insurance coverage, Sun Life Financial provides the following through ComPsych:

• Online Will Preparation. Following step-by-step guidance on a secure website, you and your spouse can create and download a legal will in about 20 minutes.
• Claimant Support Services, offering up to five no-cost phone counseling sessions to help you or a family member deal with a covered person’s death or disability.

Refer to the Brochure and ID Card for details.

For additional information, contact ComPsych Claimant Support Services at 1-888-475-3827 or visit estateguidance.com (enter promo code: SLF4VAS).