Supporting Your Life Beyond Work

Eddie Bauer offers other generous benefits to support your life beyond work. Read more about your options below.

Time Off Plan Overview

Eddie Bauer believes in the importance of taking time away from work to recharge, pursue adventure, and take care of yourself or family members when the need arises. Our Time Off benefits enable these opportunities. Our Time Off policy was designed to provide flexibility, as well as encourage you to take time off in order to maintain a healthy work-life balance.

This policy applies to Canadian Eddie Bauer associates. Associates working in U.S. and Puerto Rico have separate time off programs.

Annual Time Off

Annual Time Off program includes leave time reflecting applicable municipal and provincial laws and company policy. You may use Time Off any time throughout the year, provided your request is approved by your manager and/or made in compliance with applicable municipal and provincial laws. Vacation Hours are paid using Vacation Dollars accrued in accordance with applicable provincial statutes. Since paid time off regulations vary by work province, please refer to your HR Manager or HR Business Partner for more information.

  • Vacation Hours:
    • Pay period accrual based on status, tenure, and work location.
    • Accrual is prorated based on hours paid.
    • Associates accrue up to 2-times annual accrual.
    • Once the maximum balance is reached, accrual pauses until balance drops below max.
  • Vacation Dollars:
    • Pay period accrual from date of hire and at a rate in accordance with company policy or applicable provincial statute.
    • Vacation Dollars are used to fund Vacation Hours taken.
    • Vacation Hours taken in excess of Vacation Dollars will not be paid.
    • Vacation Dollars remaining at the end of the year beyond those required to fund Vacation Hours (in dollars) will be cashed out at the beginning of the next payroll year.
    • Unused accrued Vacation Dollars are cashed-out upon the termination of employment.
  • Sick:
    • Pay period accrual based on company policy or regulatory requirements, if greater.
    • Company sick policy accrual will equal five (5) days or 40 hours accrual annually.
    • Accrual is prorated based on hours paid, up to 80 per pay period. Accrual is 1 hour per 30 hours paid.
    • Associates accrue up to 40 hours annually and carry a balance of up to 80 hours, 2-times annual accrual.
    • Once the maximum balance is reached, accrual pauses until balance drops below max.
  • Ontario Personal Emergency Leave:
    • Ontario associates are entitled to take up to 10 days of leave each calendar year, 2 days paid and 8 days unpaid.
    • See Paid & Unpaid Sick Leave below for more details.
  • Statutory Holiday:
    • Each province defines statutory holidays and statutory holiday pay.
    • See EBNet SOP regarding specific instructions for paying and observing statutory holidays.

Time Off Eligibility

Full-time, regular status, benefits-eligible Associates accrue Vacation Hours and Vacation Dollars, based on length of service, hours paid, and work location, and Sick based on hours paid.

Part-Time (non-benefited) associates earn Vacation Hours and Vacation Dollars based on Provincial guidelines. Associates working in Ontario are entitled to Ontario Personal Emergency Leave.

All Canadian associates accrue Vacation Dollars from the date of hire and at a rate in accordance with applicable provincial statutes.

Vacation Hour Accrual Schedule

 

  1. Years of Service is based on the most recent hire date; Hire date = start date = first day of work for pay
  2. Vacation accrual based on hours paid, max accrual per pay period is based on 80 hours

Vacation Dollar Accrual Schedule

All Canadian associates accrue Vacation Dollars from the date of hire and at a rate in accordance with applicable provincial statutes.

Benefited associates accrue Vacation Dollar rates outlined below in the Accrual Schedule. Vacation Hours are funded using Vacation Dollars.  Vacation Hours taken in excess of accrued Vacation Dollars will be unpaid Time Off hours.

Vacation Dollars remaining at the end of the year beyond those required to fund Time Off hours (in dollars) will be cashed out at the beginning of the next payroll year.

  1. Years of Service is based on the most recent hire date; Hire date = start date = first day of work for pay

Part-Time Limited (Non-benefited) Associates earn Vacation Dollars based on Provincial guidelines as follows:

  1. Years of Service is based on the most recent hire date; Hire date = start date = first day of work for pay

Sick Accrual Schedule

Full-time, regular status benefits-eligible Associates accrue Sick based on hours paid.

  1. Years of Service is based on the most recent hire date; Hire date = start date = first day of work for pay
  2. Sick accrual is 1 hour per 30 paid, shown based on 80 hours per pay period

Time Off Usage

  • Time Off (TO) Banks leave time reflecting applicable municipal and provincial laws and company policy.
  • Vacation Hours, Vacation Dollars, and Sick, if eligible, are accrued each pay period.  Time off banks are available to use right away, provided your request is pre-approved by your manager or scheduled in compliance with applicable municipal and state laws.
  • There may be times of the year when blackout periods occur for vacation use, due to business needs. Supervisors are expected to work with Associates within the spirit of this policy to ensure associates have the chance to take vacation.
  • Vacation Hours carry over from year to year, but the maximum balance will not exceed 2-times the annual accrual.
  • Sick carries over from year to year, but the maximum balance will not exceed two-times the annual accrual unless a greater amount is required by applicable law.
  • Borrowing against future Vacation Hours, Vacation Dollars, or Sick accrual is not permitted.
  • If illness or injury prevents you from reporting to work, you are expected to contact your manager immediately or as soon as is allowed by applicable municipal and state leave laws to ensure coverage of work responsibilities. Absences of 3 or more days are required to be reported to the Leave of Absence / Benefits Team and may also require a doctor’s note.

Timecard Reporting Expectations

  • Hourly associates:
    • May use Vacation Hours in 1-hour increments, sick in the smallest increment supported by applicable time system.
    • When applying Vacation Hours and/or Sick to a partial workday, total hours may not exceed 8 hours per day, unless scheduled to work more than 8 hours a day.
  • Salary associates are required to take Time Off if they are absent for a full 8-hour workday and record time in 8-hour increments.
  • All associates are expected to record Vacation Hours, Sick, and Statutory Holiday in the applicable time-keeping system within the week it is taken.
  • Vacation Hours taken in excess of Vacation Dollars will not be paid.
  • Upon exhaustion of Vacation Hours, time off will not be approved, unless on an approved leave of absence. Contact the Leave of Absence / Benefits Team to discuss the leave of absence eligibility.
  • Not recording time off in accordance with this policy is considered falsification of company documents and will be addressed through corrective action up to and including separation.

New Hire or Newly Benefit Eligible Process

  • Your Vacation Hours are available to use throughout the year, including from hire date, however your balance accrues on a pay period basis.
  • New hires have a 30-day waiting period before they may use Vacation Hours unless a pre-existing vacation was approved at the time of hire.

Separation Process

  • Canadian associates will receive a cash-out of unused accrued vacation dollars with final payroll payment(s).
  • Unused accrued Sick is not paid out.
  • Upon tendering notice of resignation, associates may not use Vacation Hours during the last weeks of employment leading up to the separation date.

Additional Leave

Benefits-eligible associates are also eligible for the leave types defined below, which are tracked separately from Time Off. Please contact your Human Resources Manager or Leave of Absence / Benefits Team for more information.

Jury Duty Leave
  • If you are called to jury duty, PSEB will pay your base wage for jury duty or court attendance time that is scheduled during your regular work schedule, up to 10 days.
  • You keep any payment you receive from the court, including reimbursement for expenses (i.e. travel, parking).
  • If you are called for jury duty, please notify your supervisor immediately so arrangements may be made to continue your pay and arrange any needed back-up for your work responsibilities.
Bereavement Leave
  • If a member of your immediate family dies or you experience a miscarriage, you may receive paid bereavement leave, at a maximum of 8 hours per day, as follows:
    • Up to 3 days – standard
    • Up to 5 days – if the funeral /memorial service is held outside of the associate’s state of residence
    • Up to 7 days – if the funeral / memorial service is held outside of the U.S., Puerto Rico, Canada
  • Your immediate family is defined as your spouse, child, stepchild, foster child, parent, stepparent, parent-in-law, grandparent, grandchild, brother, sister, stepbrother, stepsister, brother-in-law, sister-in-law, legal guardian, son-in-law, and daughter-in-law.  Documentation may be requested.
Time Off to Vote
  • Most elections have polling hours that allow you to vote without taking time off from work. If you do not have enough time during non-working hours to vote and you are a benefits-eligible associate, you are eligible for up to two (2) hours of Voting Paid Time Off. Non-benefits eligible associates may take two (2) hours unpaid to vote (unless otherwise required by applicable regulation).
  • Time off to vote is requested to be arranged at least two days in advance of election day unless a shorter time is allowed by applicable law.
  • If more than two hours are needed to vote, only a maximum of two hours will be paid. Approved absences should be scheduled either at the beginning or end of a shift to reduce disruption to the business.
Leave of Absence
  • If your absence from work is 3 or more consecutive scheduled days in duration, contact the Leave of Absence / Benefits Team as soon as possible to discuss a leave of absence eligibility.

Paid & Unpaid Sick Leave (where required by municipal or provincial laws)

Ontario Personal Emergency Leave (PEL)
  • Ontario associates who have worked one week is entitled to take up to 10 days of leave each calendar year, 2 days paid and 8 days unpaid due to:
    • Personal illness, injury, or medical emergency
    • Death, illness, injury, medical emergency, or urgent matter relating to the following family members:
      • Spouse (includes both married and unmarried couples, of the same or opposite genders)
      • Parent, stepparent, foster parent, child, stepchild, foster child, grandparent, step-grandparent, grandchild, or step-grandchild of the employee or the employee’s spouse
      • Spouse of the employee’s child
      • Brother or sister of the employee
      • Relative of the employee who is dependent on the employee for care or assistance
  • Eddie Bauer will ensure that all eligible associates receive their 2 paid days of PEL. Please print and submit the form below to leaves@psebllc.com as soon as possible.

CLICK HERE to print the PEL form.

For more information, please reference the Ontario Government website by clicking here.

Exceptions for Applicable Municipal or Provincial Laws

Where municipal or provincial laws supersede our Time Off policy, the governing law will apply. This policy does not include details of each varied leave requirement. If you have questions, contact Human Resources.

Questions

For questions about the Time Off Policy, contact your HR Business Partner:

  • Eddie Bauer Stores: Kristin Bowling, Derrick Peters

* hire date = start date = first day of work for pay

Amendment and Termination of the Policy: Although we intend to continue this policy, PSEB reserves the right to change and/or terminate any portion of this benefit program at any time for any reason with or without notice. Participation in the benefits program does not give anyone the right to continued employment with PSEB.

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