You will be eligible to accrue and use sick leave in accordance with applicable Arizona and local laws. Generally, this means that you will accrue one hour of sick leave for every 30 hours you work up to a cap of 40 hours and you may use only these 40 accrued hours in any given academic year (July 1 to June 30). You become eligible to use sick leave after you have been employed by the company for at least 90 days.

Employees who are exempt from the overtime requirements under the Fair Labor Standards Act of 1938 are assumed to work 40 hours in each work week for purposes of earned Paid Sick Leave accrual.

Consult your Scoot Consultant for detailed information on how the dollar amount of your sick pay is calculated and the amount you are entitled to receive.  The actual dollar amount that your receive may vary according to your compensation plan.

In order to use sick leave you must be scheduled to work an assignment and provide advance notice, as early as possible, to Scoot that you’re unable to complete the scheduled assignment and seek to use your accrued sick leave. This request must be made orally, in writing or by e-mail. Please contact your Scoot Consultant to learn the number of sick leave hours you've accrued.

You may use one to eight hours of sick leave per day.

For purposes of this policy, “family member” includes a spouse or registered domestic partner; a child of the employee or the employee’s spouse or domestic partner (regardless of the child’s age), including a biological, adopted, step- or foster child, or legal ward, or a person to whom the employee or the employee’s spouse or domestic partner stands, or stood, in loco parentis; a parent of the employee or the employee’s spouse or domestic partner, including a biological, foster, step- or adoptive parent or legal guardian;  a grandparent, grandchild, or sibling of the employee or the employee’s spouse or domestic partner; or any blood relative or person of such affinity or close association as to be the equivalent of a family member.

Paid sick leave under this policy may be taken for the following purposes:

1. an employee’s mental or physical illness, injury or health condition; an employee’s need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; the employee’s need for preventative medical care;
2. care of a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or heath condition; care of a family member who needs preventive medical care;
3. closure of the employee’s place of business by order of a public official due to a public health emergency or an employee’s need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency, or care for oneself or a family member when it has been determined by the health authorities having jurisdiction or by a health care provider that the employee’s or family member’s presence in the community may jeopardize the health of others because of his or her exposure to a communicable disease, whether or not the employee or his/her family member has actually contracted the communicable disease; OR
4. absence necessary due to domestic violence, sexual violence, abuse or stalking, if the leave is in order to allow the employee to obtain for him/herself or for a family member:
   1. medical attention needed to recover from physical or psychological injury or disability caused by domestic violence, sexual violence, abuse or stalking;
   2. services from a domestic violence or sexual violence program or victim services organization;
   3. psychological or other counseling;
   4. relocation or taking steps to secure an existing home due to domestic violence, sexual violence abuse or stalking; or
   5. legal services, including but not limited to preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence, sexual violence, abuse or stalking.

Paid Sick Leave may not be used for any other purpose, such as vacation.

In the event of a condition triggering the use of paid sick leave pursuant to this policy, employees must notify their supervisor orally, in writing, or by electronic means in advance of the need for requested leave.  In the event the request for leave is foreseeable, Scoot requests that, to the extent possible, employees schedule the need for leave at least seven (7) calendar days in advance of the need to take paid sick leave or as soon as possible after the employee becomes aware of the need for paid sick leave. Employees are expected to make reasonable efforts to schedule the foreseeable use of paid sick time in a manner that does not unduly disrupt the operations of the Company.  In the event an employee’s use of paid sick leave is unforeseeable, an employee should, if possible, contact their manager as soon as possible, preferably no later than one (1) hour before their scheduled start time, or, barring extenuating circumstances, the employee may not receive sick pay for that day.

When possible, employees are required to provide the expected duration of the absence.  If an employee takes three (3) or more consecutive days of paid sick leave, the employee may be required to provide reasonable documentation certifying the need for paid sick leave.

To the extent permissible by law, paid sick time will run concurrently with other types of leave under applicable federal, state, or local law, such as leave taken under the FMLA.

Transfer or Re-Employment

Employees who are transferred to a separate division, entity, or location, but remain employed by Scoot in the State of Arizona shall retain all earned paid sick leave under this policy.  Employees who are separated from employment and are re-hired within nine (9) months of separation will be entitled to reinstatement of previously earned but unused paid sick leave and are immediately eligible to begin using accrued but unused paid sick leave in accordance with the usage, accrual and carryover restrictions set forth in this policy.

Retaliation Prohibited

Scoot encourages employees to take time off under this policy and prohibits interference with any rights under this policy or retaliation against an employee for taking time off under this policy. It is against Scoot’s policy for any supervisor or other Scoot employee to interfere with, restrain, or deny the exercise of, or the attempt to exercise, the use of paid sick leave.  If any employee has not received the paid sick leave they are entitled to, Scoot will take prompt corrective action.  Scoot will not retaliate against anyone for requesting or using paid sick leave or for reporting paid sick leave questions, concerns, or information. We encourage and require employees to communicate their concerns about the Arizona minimum wage and/or paid sick leave issues to your Scoot Consultant so that the Company can properly address such matters as quickly as possible.

Absences from work resulting from the use of paid sick leave under this policy will not result in discipline, discharge, demotion, suspension or any other adverse employment action.  However, providing knowingly false or misleading information or omitting material information in connection with paid sick leave will result in disciplinary action, up to and including immediate termination.