Communication of Benefits Program
All employees will gain information regarding benefits through an initial orientation, the handbook, benefit booklets, and access to more detailed benefit documents when requested. Management will be available to answer questions and to assist employees on benefit matters.
Altitude reserves the right to change and eliminate any benefit at their sole discretion with or without notice. Changes in employee benefit programs, if any, will be communicated in one or more of the following ways:
Altitude reserves the right to change and eliminate any benefit at their sole discretion with or without notice. Changes in employee benefit programs, if any, will be communicated in one or more of the following ways:
- An official written announcement from the company President.
- Posting of notices at appropriate locations.
- Publication of updated benefit booklets.
- Publication of a revised Employee Handbook.
- Discussion of major changes at employee meetings.
- Description and discussion of all benefits changes at management meeting.
This section is intended to provide a general overview of the benefits available to eligible employees of Altitude. Some of these benefits are governed by State and/of Federal Law, while others are governed by legally binding contracts between the company and a benefit provider. If there is any difference between a benefit as outlined in this section and the provisions of an applicable law or contract, the law and/or contract will prevail.
vacation
At Altitude, we realize that time away from work is good for all of us.
In order that the company may properly administer the vacation program and enable employees to plan their vacation, the vacation period will be based on when the employee started at Altitude. Vacation requests are subject to approval based on operating schedules. Every effort will be made to accommodate the employee’s request.
If conflicts arise, the Director will advise you of approval based on seniority, work schedules and staffing considerations. If necessary, mandatory vacation will be scheduled by management.
- After six (6) months of continuous service, full-time employees are eligible for 40 hours of vacation.
- After twelve (12) months, you are eligible for 80 hours of vacation.
- After five (5) years, you are eligible for 120 hours of vacation.
- Part time employees will have vacation time prorated.
In order that the company may properly administer the vacation program and enable employees to plan their vacation, the vacation period will be based on when the employee started at Altitude. Vacation requests are subject to approval based on operating schedules. Every effort will be made to accommodate the employee’s request.
If conflicts arise, the Director will advise you of approval based on seniority, work schedules and staffing considerations. If necessary, mandatory vacation will be scheduled by management.
sick time
In addition to vacation time, employees will receive 6 sick days. Employees are eligible for 2 sick days after the first 6 months of employment. A total of 6 paid sick days will be available for 12 months of employment. Sick time will not be paid if unused and cannot be accrued.
legislated insurance benefits
All Colorado employees are covered by State Disability Insurance effective the first day of employment. State Disability Insurance provides you with certain benefits in the event of illness or injury which is NOT job related.
By State Law, employees are required to pay the cost of this protection through payroll taxes on their earnings. This company, also by State Law, is required to withhold the tax from your paycheck. Employees who are covered by State Disability Insurance plans may receive benefits after the seventh day of disability or immediately upon hospitalization. State Disability benefit claim forms are available from any office of the State Employment Development Department, and from most doctors and hospitals. Additional information on eligibility and claim filing procedures can also be obtained from the State Employment Development Department.
Workers’ Compensation Insurance
All employees of Altitude are covered by Workers’ Compensation Insurance, effective the day of employment. Workers’ Compensation Insurance provides you of your beneficiaries with certain benefits in the event of job-related illness, injury or accidental death.
The company pays the full cost of this insurance.
If you sustain an on-the-job or job-related illness or injury, you MUST report the illness of injury to your Supervisor the same day. Failure to do so could result in a delay or denial of benefits by the insurance carrier.
If you sustain an occupational illness or injury, you will be paid for the actual time worked the day the injury occurs or the illness commences.
Fraudulent Claims
Employees and former employees are frequently encouraged by outside people, including attorneys or other professionals, to file fraudulent workers’ compensation claims. Thus, for your protection you should know that the Insurance Fraud Prevention Act contains the following statement:
“Any person who knowingly presents a false or fraudulent claim for the payment of a loss is guilty of a crime and may be subject to fines and confinement in state prison.”
A person convicted of filing a fraudulent workers’ compensation claim may be sentenced to state prison for two to five years, or fined up to $50,000, or both. Under some circumstances, the fine can exceed $50,000.
Unemployment Insurance
Altitude pays into a State Unemployment Compensation Reserve account. You do not make any contributions to this fund. Unemployment Compensation provides a weekly benefit for a specified period of time should you be terminated through no fault of your own. These benefits change periodically and are established by State Law.
Social Security Insurance/Medicare
As an employee, you are required by Federal Law to pay through payroll education, a certain percentage of your income to the Federal Social Security Program (FICA) and to Medicare. The company is also required to pay a similar amount to the government on your behalf. There have been significant changes in the benefit paid under Social Security, covering retirement, permanent disability and benefits for children whose parents are deceased. If you have specific questions or need further information regarding these matters, please contact your local Social Security Office.
By State Law, employees are required to pay the cost of this protection through payroll taxes on their earnings. This company, also by State Law, is required to withhold the tax from your paycheck. Employees who are covered by State Disability Insurance plans may receive benefits after the seventh day of disability or immediately upon hospitalization. State Disability benefit claim forms are available from any office of the State Employment Development Department, and from most doctors and hospitals. Additional information on eligibility and claim filing procedures can also be obtained from the State Employment Development Department.
Workers’ Compensation Insurance
All employees of Altitude are covered by Workers’ Compensation Insurance, effective the day of employment. Workers’ Compensation Insurance provides you of your beneficiaries with certain benefits in the event of job-related illness, injury or accidental death.
The company pays the full cost of this insurance.
If you sustain an on-the-job or job-related illness or injury, you MUST report the illness of injury to your Supervisor the same day. Failure to do so could result in a delay or denial of benefits by the insurance carrier.
If you sustain an occupational illness or injury, you will be paid for the actual time worked the day the injury occurs or the illness commences.
Fraudulent Claims
Employees and former employees are frequently encouraged by outside people, including attorneys or other professionals, to file fraudulent workers’ compensation claims. Thus, for your protection you should know that the Insurance Fraud Prevention Act contains the following statement:
“Any person who knowingly presents a false or fraudulent claim for the payment of a loss is guilty of a crime and may be subject to fines and confinement in state prison.”
A person convicted of filing a fraudulent workers’ compensation claim may be sentenced to state prison for two to five years, or fined up to $50,000, or both. Under some circumstances, the fine can exceed $50,000.
Unemployment Insurance
Altitude pays into a State Unemployment Compensation Reserve account. You do not make any contributions to this fund. Unemployment Compensation provides a weekly benefit for a specified period of time should you be terminated through no fault of your own. These benefits change periodically and are established by State Law.
Social Security Insurance/Medicare
As an employee, you are required by Federal Law to pay through payroll education, a certain percentage of your income to the Federal Social Security Program (FICA) and to Medicare. The company is also required to pay a similar amount to the government on your behalf. There have been significant changes in the benefit paid under Social Security, covering retirement, permanent disability and benefits for children whose parents are deceased. If you have specific questions or need further information regarding these matters, please contact your local Social Security Office.
unpaid leaves of absence
If you need time off for serious medical or other personal reasons, you must first use available sick and vacation hours. Thereafter, an unpaid leave of absence may be granted based on the following condition:
- You may be granted such time, subject to the period, approval of management, and based upon the business needs of the company.
- Leaves for personal medical reasons require that a physician’s statement be submitted to the Director. The statement should indicate the necessity for the medical leave and the expected or anticipated length of time of the medical leave.
- You will be required to furnish the company with a statement from your physician each month attesting to the continuing need for a leave.
- When you wish to return to work from a medical leave, you will be required to provide management with a written statement from your physician acknowledging your ability to perform your previous job. You will not be permitted to return to active employment until these releases are in the possession of the Director.
- When requesting a leave for a non-emergency, you must normally submit your request at least 30 calendar days in advance of the date the leave is to begin. If the leave is for emergency reasons, you are requested to give the company as much notice as possible if the 30-day requirement cannot be met.
other leave information
A leave of absence is granted as a privilege, not a right. The following conditions will apply to all leaves of absence:
- It is understood that upon availability to return to work, we will endeavor to place the employee in the same or a similar job for which the employee is qualified. However, this may not be possible, and reinstatement will depend upon the availability of a position.
- Group insurance coverage may be terminated as of the last active date of employment. The last active date of employment will be the date which any available sick of vacation hours have been used.
termination during leave without pay
You may not normally be terminated during a leave without pay unless one of the following occurs:
- You give written notice of your intent to resign.
- You fail to return to work within the time specified for the leave without having obtained a company approved extension of the original leave expiration date.
- You fail to supply a doctor’s certificate or other requested documentation to substantiate the need for, or extension of, the leave.
- You fail to accept your former position upon return, or, if not available, a similar position for which you may be reasonably qualified.
- You refuse to undergo a medical examination by an appointed doctor, at the company’s expense, if requested.
- You accept employment at any time during the leave of absence.
disability and worker's compensation leaves
Disability and Workers’ Compensation leaves are granted for situations in which there is a physician’s written statement that a leave is required because of illness, injury, or other physical disability including a pregnancy-related disability. Such as a physician's statement must provide adequate details acceptable to the company regarding the nature of the disability and the anticipated length of absence from work. Leaves involving work-related disabilities and pregnancy-related disabilities, as required by prevailing State and Federal Laws, will be granted regardless of length of service.
An approved leave for a “work-related disability” (Disability Leave) may be granted for the duration of the disability, but not to exceed thirty (30) days, except for pregnancy-related disability leave which may be granted for up to a total of four (4) months.
Upon expiration of any type of temporary medical disability leave and prior to returning to work, an employee must obtain a physician’s release. The release must include specific restrictions, if any, that affect your ability to return to work, and their anticipated duration. Failure to provide a physician’s release may result in termination. In some cases, another medical release may be required from an appointed physician at the company’s expense.
An approved leave for a “work-related disability” (Disability Leave) may be granted for the duration of the disability, but not to exceed thirty (30) days, except for pregnancy-related disability leave which may be granted for up to a total of four (4) months.
Upon expiration of any type of temporary medical disability leave and prior to returning to work, an employee must obtain a physician’s release. The release must include specific restrictions, if any, that affect your ability to return to work, and their anticipated duration. Failure to provide a physician’s release may result in termination. In some cases, another medical release may be required from an appointed physician at the company’s expense.
pregnancy-related disability leave
An employee who is pregnant will be permitted to work during the period of pregnancy if she is capable of performing the normal duties of her position in a safe and effective manner.
Leaves due to pregnancy-related disabilities will be granted, without pay, for a total of up to four (4) months. An employee requesting pregnancy-related disability leave of absence must provide the company with a statement from her physician indicating:
Leaves due to pregnancy-related disabilities will be granted, without pay, for a total of up to four (4) months. An employee requesting pregnancy-related disability leave of absence must provide the company with a statement from her physician indicating:
- The date her physician recommends she discontinue work.
- Any restrictions about the employee’s work that the physician may recommend.
- The estimated date the employee will be released to return to work.
bereavement
Full-time employees will be granted paid bereavement leave up to a maximum of three (3) working days if a death occurs in your immediate family. Immediate family for this purpose is: spouse, children, parents, brother, sister, grandparents, step father, step mother.
In the event additional time is required or in the event of death of other relations, employees may use accrued vacation hours at management’s discretion and approval.
In the event additional time is required or in the event of death of other relations, employees may use accrued vacation hours at management’s discretion and approval.
employee discount
Employees can purchase products from the company that the company itself resells to its clients. The employee can purchase articles or equipment at the cost of the company. Employees may purchase products for their own use only and cannot be resold to anyone. Violation of this policy will result in disciplinary action up to and including termination.
holiday
Altitude recognized (and pays) six (6) holidays (8hrs/day) for all full-time salaried employees.
If the holiday falls on a normal day off, the employee will be afforded eight (8) hours of paid time off to be taken within thirty (30) days of the holiday.
- Memorial Day
- Fourth of July
- Labor Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Day
- New Years Day
If the holiday falls on a normal day off, the employee will be afforded eight (8) hours of paid time off to be taken within thirty (30) days of the holiday.
health insurance
- The first of the month after 60 days of full time employment, you are eligible for the company’s insurance program. The employee is responsible for 50% of the rate. If you need to add a spouse/children to the plan, please contact Sandy Cranny directly.
- We currently use Blue Cross Blue Shield as our health insurance. There are no dental or vision benefits provided.
- We use AFLAC for supplemental insurance and benefits needs including short and long term disability. To learn more about what qualifies for the plan, go to aflac.com or contact our Aflac Agent.
retirement contribution
Once y our full-time employee status has reached one year at the company, you are eligible for the simple IRA matching program. Altitude matches 3% and is always matched at tax time for the previous year.