Frequently Asked Questions
BENEFITS
WHEN WILL I BE ELIGIBLE FOR BENEFITS
We are waiving the normal new hire waiting period for any employees who are currently enrolled in a health benefit plan with HuffBO. You’ll have a specified amount of time to enroll into our plan so please be sure to enroll as soon as possible. Information will be coming soon on how to enroll. If you are not currently enrolled in benefits but are interested in enrolling you will just need to meet our eligibility requirements to enroll. Full Time employees may be eligible after 60 days of employment with us to the first of the following month. *Note there are certain exceptions that will let you make changes during the year. Your Benefit Booklet contains a complete list of Qualifying Events.
How do I enroll?
Bojangles WNC uses an online enrollment system called BenefitFirst. You will receive a unique user name and password along with instructions about how to log in and make your elections. No Computer? No Worries! Benefitfirst operates a Call Center to answer any questions and help you enroll over the phone
401K
Salaried employees are eligible for our 401 K plan after one year of employment if you meet the requirements.
Payroll
When do we get paid?
We are paid weekly and our payday is on Tuesday at 2 PM. The work week begins at 12:01 a.m. on Monday and ends at midnight on Sunday. The pay period is one (1) work week, with 52 pay periods each year.
Vacation
When do we get our vacation?
In January 2018 all employees who are currently eligible for vacation will start accruing their vacation with BOJ of WNC according to our accrual schedule. For the year 2018, you will continue to have the same amount of vacation you had with your previous employer. After one year of continuous employment with our company, in January 2019, all former HuffBO employees will be eligible for BOJ of WNC vacation policy. The amount of vacation time will be based on your tenure with HuffBO.
PAID TIME OFF
Salaried employees
Paid Time Off (PTO) is made available on the first day of each year based on the employee’s number of years of continuous active employment completed with the Company. PTO will not accrue or be awarded during any leave of absences including short or long-term disability leave.
PTO is provided to address all employee’s time off needs. Employees must responsibly manage the allotted PTO. The Company does not provide compensatory time to salaried employees and discourages using unpaid time when PTO is exhausted.
New salaried employees receive one day of PTO immediately. Additionally, employees with less than 1 year of service accrue 1.69 hours of PTO for each week worked after 6 months of employment. Employees may not use PTO until completing 6 full calendar months of continuous employment.
The employee’s anniversary date is used to determine how many days of paid time off the employee will be awarded in each given year. The schedule above is applied counting the number of years the employee will have completed on his/her anniversary date during the upcoming calendar year.
Hourly Employees
After completing one year of service, Full Time hourly employees (working average of 30 hours or more) will be eligible for PTO. The amount of PTO you will receive will be based on the average number of hours worked per week, 52 weeks prior to PTO request. Full Time Hourly employees are not allowed to use partial weeks of PTO. PTO must be taken one week at a time with no working hours in that week. PTO may not be carried over from one service year to the next. The PTO schedule is as follows:
Hourly employees who are terminated for misconduct or violation of company policies will forfeit unused PTO.
All Employees
PTO must be taken in the year earned. There is no roll over of unused vacation days.
If an employee is on a leave of absence, PTO accruals may be halted until the employee returns from leave to active employment for a period of 30 days.
Employees are required to use all paid leave options available when absent from work. Disability insurances may be used instead of PTO if the absence meets the insurance requirements. Once all available PTO is exhausted, supervisors may elect to excuse absences as unpaid time from work. These absences should be infrequent and short in nature. Typically, an excused unpaid absence would be to address a personal emergency. If the absences become frequent or are for longer than a couple of hours, approval from Manager is required. All hours (paid and unpaid) must be correctly recorded on manager hours to ensure correct pay.
Employees who have twelve (12) months of service with the Company and who voluntarily elect to terminate their employment must provide a two (2) week advance written notice to receive payment for accrued but unused vacation. Earned PTO is defined as time off accrued monthly during the current calendar year. Payment at termination will be the number of days earned in the current year as accrued.
Time away from work on PTO will NOT be counted as hours worked for purposes of overtime.
If a Company recognized holiday occurs during a scheduled PTO, the time may be charged as a holiday and not as a PTO day.
The employee’s supervisor must approve in advance all leave requests. Supervisors must balance employee requests with the needs and requests of the entire department. Accommodating all requests may not be possible and supervisors must resolve these conflicts. Medical needs receive top priority in approving leave. Supervisors may ask Human Resources to verify medical leave requests. Supervisors are encouraged to have employees resolve scheduling requests when possible. Ultimately, supervisors must make and approve all leave schedules.
All employees (exempt and non-exempt) must complete appropriate forms for PTO to maintain accurate tracing of available PTO days. Each supervisor is responsible for ensuring that this procedure is followed.