Taking time away from work can be a great way to rejuvenate and refresh. Whether you are ill or celebrating the holidays, Excelligence encourages you to take time away when needed.
| 2025 Holidays | ||
|---|---|---|
| Day Of The Week | Date | |
| New Year’s Day | Wednesday | January 1, 2025 |
| Martin Luther King Day | Monday | January 20, 2025 |
| President’s Day | Monday | February 17, 2025 |
| Memorial Day | Monday | May 26, 2025 |
| Juneteenth | Thursday | June 19, 2025 |
| Independence Day | Friday | July 4, 2025 |
| Labor Day | Monday | September 1, 2025 |
| Thanksgiving Day | Thursday | November 27, 2025 |
| Day after Thanksgiving | Friday | November 28, 2025 |
| Christmas Eve | Wednesday | December 24, 2025 |
| Christmas Day | Thursday | December 25, 2025 |
| New Year's Eve | Wednesday | December 31, 2025 |
| Full-time employees are eligible immediately upon date of hire | ||
| 2026 Holidays | ||
|---|---|---|
| Day Of The Week | Date | |
| New Year’s Day | Thursday | January 1, 2026 |
| Martin Luther King Day | Monday | January 19, 2026 |
| President’s Day | Monday | February 16, 2026 |
| Memorial Day | Monday | May 25, 2026 |
| Juneteenth | Friday | June 19, 2026 |
| Independence Day | Friday | July 3, 2026 |
| Labor Day | Monday | September 7, 2026 |
| Thanksgiving Day | Thursday | November 26, 2026 |
| Day after Thanksgiving | Friday | November 27, 2026 |
| Christmas Eve | Thursday | December 24, 2026 |
| Christmas Day | Friday | December 25, 2026 |
| New Year's Eve | Thursday | December 31, 2026 |
| Full-time employees are eligible immediately upon date of hire | ||
We’re excited to announce Volunteer Paid Time Off (VPTO) for 2025! This program supports community engagement by offering up to 8 hours of paid time off per year for volunteering with non-profits or participating in company-sponsored initiatives.
Let’s make a difference together in 2025!
The federal Family and Medical Leave Act (FMLA) provides eligible employees unpaid leave under qualifying circumstances for consecutive or intermittent periods of up to 12 work weeks in a rolling 12-month period. The FMLA also applies to certain situations involving service in the military and allows eligible employees to take up to 26 weeks of unpaid leave for qualified family members and next of kin who incur serious injuries or illnesses while on active military duty.
In situations not covered by FMLA, leave requests will be reviewed under the provisions of Leaves of Absence.
We understand the need for a medical leave of absence to take care of yourself or a loved one. Check out the options below and within 30 days of the requested leave, or as soon as possible if the medical leave is urgent, complete the Request for Leave of Absence Form and email it to ljaklevich@excelligence.com.
| FMLA |
Non-FMLA Medical Leave |
Maternity/Paternity Leave |
|
|---|---|---|---|
| Reasons | Personal Health Condition, Parental Leave, Caring for a Dependent with a Personal Health Condition, Military Leave, etc. | Personal Health Condition | Recovery from giving birth and bonding with baby |
| Eligibility | Employees must be employed for 12 months and working 1250 hours over the past 12 months | All Employees are eligible to apply | All Employees are eligible to apply |
| Leave Duration | up to 12 weeks 26 weeks if military | up to 6 weeks | up to 12 weeks |
| Pay Types | Unpaid, Short Term Disability, PTO, Parental Leave | Unpaid, Short Term Disability, PTO | Unpaid, Short Term Disability, PTO, Parental Leave |
| Benefit Premiums | Deducted through payroll and/or benefit re-payment plan initiated when employee returns to work | Deducted through payroll and/or benefit re-payment plan initiated when employee returns to work | Deducted through payroll and/or benefit re-payment plan initiated when employee returns to work |
Excelligence is proud to support our employees with up to four weeks of paid parental leave following the birth, adoption, or placement of a child, including through foster care, guardianship, or surrogacy. This precious time is meant for our employees to bond with their new child and embrace the joy of their growing family. We understand how important these early moments are, and we are committed to making this transition as smooth as possible.
Eligibility for this benefit requires at least 12 months of employment with Excelligence and a minimum of 1,250 hours worked in the past year. Both full-time and part-time regular employees are eligible. For employees who have given birth, paid parental leave begins after any short-term disability payments have concluded.
Our paid parental leave runs concurrently with FMLA and applicable state laws, contributing to the 12 weeks of FMLA/state leave. During this time, employees will receive 100% of their regular pay, allowing them to focus on what truly matters without financial worry. This leave must be taken in one continuous period within the first 12 months following the child’s arrival, ensuring that you have the time you need when it matters most.
For those in states with paid family leave programs, benefits will be seamlessly coordinated to provide up to 100% of your regular pay. We maintain all benefits during this leave, just as if you were taking any other company-paid leave, ensuring your peace of mind.
At Excelligence, we believe in the importance of family and are here to support you every step of the way as you welcome your new addition.
The Company will comply with the Uniform Services Employment and Reemployment Rights Act of 1994 (USERRA) and all applicable state laws regulating absence from work for military service. USERRA protects job rights and benefits for veterans and members of the reserves. USERRA prohibits discrimination against employees, and provides reemployment protection and other benefits for veterans and employees who perform military service. Different issues may arise concerning employee rights during military leave. As military leave situations arise, employees should consult with Human Resources for current and complete details regarding their military leave rights.
The Company encourages employees to fulfill their civic responsibilities by serving jury duty when required. Subject to legally-required exceptions, non-exempt employees may request and will be granted unpaid jury duty leave for the length of absence. If desired, employees may use any available vacation time in conjunction with the jury duty leave.
Exempt employees will also be granted jury duty leave and will be paid or unpaid depending upon the length of jury duty service. The salary of exempt employees will not be reduced for any week in which they perform any work and also serve on a jury.
Employees must show the jury duty summons to their supervisor as soon as possible so that the supervisor may make arrangements to accommodate their absence. Of course, employees are expected to report for work whenever the court schedule permits, including scheduled weekends.
Employees may be requested to provide written verification from the court clerk of having served.
The Company encourages employees to fulfill their civic responsibilities by participating in elections. Generally, employees are able to find time to vote either before or after their regular work schedule. If employees are unable to vote in an election during their nonworking hours, the Company will grant up to two (2) hours of paid time off, or the amount required by applicable law, to vote. Employees must submit a voter’s receipt on the first working day following the election.
Employees should request time off to vote from their supervisor at least two (2) working days prior to the Election Day. Advance notice is required so that the necessary time off can be scheduled at the beginning or end of the work shift; whichever provides the least disruption to the normal Company operations.
Employees may be required by law to appear in court as a witness. Non-exempt employees will be provided time off without pay for this purpose. The salary of exempt employees will not be reduced for any week in which they perform any work and also appear in court as a witness.
Employees must provide reasonable advance notice to Human Resources of the date of intended absence.
