Attendance & Leave
HR Policies
Crews run on tight daily schedules across multiple properties. When someone does not show, the whole route suffers. These policies balance reliability with the realities of outdoor work — heat, storms, and seasonal shifts.
Attendance Expectations
Report to your designated meeting point (shop, yard, or first job site) at your scheduled start time, ready to work. If you will be late or absent, notify your crew leader or supervisor at least one hour before your shift. Two consecutive no-call/no-show days are treated as voluntary resignation. Three or more late arrivals in a 30-day period trigger disciplinary action. If illness or injury keeps you out, update your supervisor daily until you return. During peak season, arrange coverage with a qualified teammate whenever possible.
Weather-Related Schedule Adjustments
Rain delays may hold crews at the shop for up to two hours; if work is cancelled, you will be notified. When the heat index exceeds 103°F, outdoor work may be modified, shortened, or suspended under the heat illness prevention protocol. Lightning, sustained winds above 35 mph, and tornado warnings require immediate work stoppage and shelter. Winter schedules may shift to snow removal, equipment maintenance, or reduced hours. Weather cancellations are never counted against your attendance record. Check with your crew leader or the company group text each morning during uncertain weather.
Paid Time Off (PTO)
Full-time year-round employees accrue PTO based on tenure: Years 1–2 earn 2 weeks (80 hours) annually, Years 3–5 earn 3 weeks (120 hours), and Years 6+ earn 4 weeks (160 hours). Submit PTO requests at least two weeks in advance — approval depends on operational needs. During peak season (May through October), availability is limited, so plan early. Unused PTO does not roll over beyond 1.5 times your annual accrual cap. Seasonal employees do not accrue PTO but may request unpaid time off with supervisor approval. Note: PTO is separate from Minnesota Earned Sick and Safe Time (ESST) — see the ESST section below.
Minnesota Earned Sick and Safe Time (ESST)
Under Minnesota law, all employees — including seasonal and part-time workers — accrue Earned Sick and Safe Time (ESST) at a rate of 1 hour for every 30 hours worked, up to a maximum of 48 hours per year. ESST may be used for your own illness, injury, or medical appointments; caring for a sick family member; absences related to domestic abuse, sexual assault, or stalking (safe time); and closure of your workplace or your child's school or care facility due to weather or public emergency. ESST begins accruing on your first day of work and may be used as it is accrued. Unused ESST carries over to the following year, but your total usable balance is capped at 80 hours at any time. ESST is separate from and in addition to PTO. The company will not retaliate against any employee for requesting or using ESST. Contact your supervisor or the owner with questions about your ESST balance.
Family and Medical Leave (FMLA)
If you have worked at least 12 months and 1,250 hours, you may be eligible for up to 12 weeks of unpaid, job-protected leave per year under FMLA. Qualifying reasons: birth or adoption of a child, caring for a spouse, child, or parent with a serious health condition, or a serious health condition that prevents you from doing your job. Contact your supervisor or HR representative to start the process.
Minnesota Paid Family & Medical Leave (PFML)
Beginning in 2026, the Minnesota Paid Family and Medical Leave (PFML) program provides eligible employees with partial wage replacement for qualifying family and medical leave. Premium collection from employers and employees started in 2026, with benefits available the same year. You may be eligible for up to 12 weeks of family leave (bonding with a new child, caring for a family member with a serious health condition) and up to 12 weeks of medical leave (your own serious health condition), with a combined maximum of 20 weeks per year. Benefits are funded through shared premiums between the employer and employee. PFML runs concurrently with FMLA where both apply. For eligibility details, benefit amounts, and how to file a claim, contact your supervisor or visit the Minnesota PFML program website.
Bereavement Leave
Full-time employees receive paid bereavement leave: up to five days for immediate family (spouse, children, parents, siblings) and up to three days for extended family (grandparents, in-laws, aunts, uncles). Additional unpaid leave may be granted at management's discretion.
Jury Duty & Civic Leave
If you are summoned for jury duty or subpoenaed as a witness, provide your supervisor with the summons as soon as possible so crew schedules can adjust. You will be compensated for up to three days of jury service. Additional days are unpaid, but your position is protected.