As a full-time employee of Constantia Flexibles, you may qualify for tuition reimbursement for specific company-approved courses. If approved, you can receive reimbursement under this program for tuition, fees, and books. To be eligible for reimbursement, the course work must be directly related to the improvement of relevant job skills within the company. This policy also covers all courses taken to fulfill the requirements of a degree program, such as an Associate, Bachelor’s, or Master’s degree. To qualify for tuition reimbursement, the employee must attend an accredited university, college, or technical college. All reimbursements are subject to approval.

All requests for tuition reimbursement must be in writing and submitted prior to beginning the course. Upon receiving the request, the company will inform you whether the course is approved for potential reimbursement. No reimbursement will be made until after the course has been completed. To qualify for reimbursement, you must receive a passing grade and you must be an employee in good standing at the time of reimbursement. Courses must be taken at times other than during scheduled working hours. To receive reimbursement, you must turn in proof of a passing grade or a certificate of satisfactory course completion, as well as receipts for tuition, fees, and books.

Employees who are separated from employment with the company for any reason, including but not limited to voluntarily quitting, within one year of the course completion date must repay the company the amount of the reimbursement on a pro-rated basis. The Company reserves the right to deduct this amount from the employee’s final paycheck or other payments owing to the employee.

Tuition reimbursements may be subject to taxes.

Application for Advance Educational Assistance and Reimbursement

Constantia Flexibles feels that employees profit most in health, morale, and general efficiency when they use their vacation days in a sufficient number of consecutive days instead of individual days. It is, however, the employee's choice to take vacation when he or she desires, provided that the company can accommodate the requested time off. Thus, requests for vacation should be turned in to the employee’s area leader or team leader at least 2 weeks in advance.

All full-time employees with 90 days of service are eligible to earn vacation. The amount of vacation for which an employee is eligible is determined by the employee’s length of service. For full-time employees, vacation accrues as follows:

• Years 1-5: 10 days (80 hours) vacation accrued at the rate of approx. 6.67 hours per month.
• Years 6-10: 15 days (120 hours) vacation accrued at the rate of 10 hours per month.
• 10 years or more: 20 days (160 hours) vacation accrued at the rate of approximately 13.34 hours per month.

On an employee’s fifth (5th) and tenth (10th) year anniversaries, his or her vacation starts accruing at the next vacation increment level. For example: If an employee’s five (5) year anniversary is April 15th, the employee would accrue ten (10) hours per month for May thru December plus the fifteen (15) days of April would be prorated. The total vacation hours accrued, for this 5 year anniversary example, would be 108. See Payroll with any questions or to request a detailed printout of how the vacation is calculated.

Vacation starts accruing on the date of hire; however, the employee is not eligible to use vacation until completion of his or her orientation period. Up to five (5) vacation days may be carried over from one calendar year to the next, but they must be used by March 31st of the following year unless otherwise approved by the President.

Upon termination, an employee normally will be compensated for accrued but unused vacation. However, if the employee resigns and gives less than a two-week notice, or if the employee is involuntarily terminated for any reason other than lack of work, he or she will not receive his or her accrued but unused vacation. Employees are not otherwise entitled to pay in lieu of taking time off for vacation. Vacation requests should be in writing. No vacation may be utilized without the prior approval of the employee’s immediate area leader. The company reserves the right to deny any vacation request if the company, in its sole discretion, believes the denial is necessary.

When a company-designated holiday falls within a vacation period, the day for compensation purposes shall be treated as a holiday, and not as a vacation day. Employees must use all of their accrued, unused vacation prior to taking additional unpaid time off for leave that would qualify under the Family and Medical Leave Act (FMLA).