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Salesforce.Com Canada Public Holiday and Vacation Policy

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SALESFORCE.COM CANADA PUBLIC HOLIDAY AND VACATION POLICY PUBLIC HOLIDAY POLICY All salesforce.com employees are eligible for a number of paid public holidays each year. Actual public holiday days will vary depending on the province in which you are employed. For your information, salesforce.com has set out below the public holidays which will be observed with pay in the provinces in which it has employees: Province Public Holidays New Year’s Day – January 1 Ontario Family Day – third Monday of February Good Friday – Friday before Easter Victoria Day – Monday on or before May 24 Canada Day – July 1 Civic Holiday – First Monday of August Labour Day – First Monday of September Thanksgiving Day – second Monday of October Christmas Day – December 25 Boxing Day – December 26 New Year’s Day – January 1 British Columbia Family Day – second Monday of February Good Friday – Friday before Easter Victoria Day – Monday on or before May 24 Canada Day – July 1 British Columbia Day – first Monday of August Labour Day – first Monday of September Thanksgiving Day – second Monday of October Remembrance Day – November 11 Christmas Day – December 25 New Year’s Day – January 1 Quebec Good Friday – Friday before Easter day Easter Monday – Monday after Easter day Victoria Day – Monday on or before May 24 St. Jean Baptiste – June 24 Canada Day – July 1 Labour Day – first Monday of September Thanksgiving Day – second Monday of October Christmas Day – December 25 Boxing Day – December 26 Alberta New Year’s Day – January 1 Family Day – third Monday of February Good Friday – Friday before Easter day Victoria Day – Monday on or before May 24 Canada Day – July 1 Heritage Day – first Monday of August Labour Day – first Monday of September Thanksgiving Day – second Monday of October Remembrance Day – November 11 Christmas Day – December 25 rev. Oct. 2012 Nova Scotia New Year’s Day – January 1 Good Friday – Friday before Easter day Victoria Day – Monday on or before May 24 Canada Day – July 1 Natal Day – first Monday of August Labour Day – first Monday of September Thanksgiving Day – second Monday of October Remembrance Day– November 11 Christmas Day – December 25 Boxing Day – December 26 New Brunswick New Year’s Day – January 1 Good Friday – Friday before Easter day Victoria Day – Monday on or before May 24 Canada Day – July 1 New Brunswick Day – first Monday of August Labour Day – first Monday of September Thanksgiving Day – Second Monday of October Remembrance Day – November 11 Christmas Day – December 25 Boxing Day – December 26 EXCEPTIONS TO PUBLIC HOLIDAY ENTITLEMENT In Alberta, New Brunswick, Nova Scotia, Ontario, and Quebec, if you are absent without reasonable cause on the working day immediately prior or following the holiday, you will not be entitled to public holiday pay. Furthermore, in Alberta you are not entitled to public holiday pay if you have worked less than 30 days during the preceding 12 months; in New Brunswick, you are not entitled to public holiday pay if you have worked less than 90 days during the preceding 12 months. And in British Columbia and Nova Scotia, an employee who has not earned wages for the 15 of the last 30 calendar days is not eligible for public holiday pay. SCHEDULING OF PUBLIC HOLIDAYS In most, but not all instances, public holidays will be observed on the calendar day on which they fall. However, public holidays falling on Saturday will in most cases be observed on the preceding Friday; holidays falling on Sunday will in most cases be observed on the following Monday. PERSONAL DAYS (also known as FLOATING HOLIDAYS) Employees are also eligible for additional personal days each year as sick days, alternate religious holidays, attending to personal matters and/or emergency leave. All employees receive 4 personal days per calendar year. Employees hired on July 1 and after in a calendar year will be granted 2 personal days. Personal Days shall be provided as days off with regular pay but note that they will not be treated as paid public holidays for premium or holiday pay purposes. SCHEDULING OF PERSONAL DAYS Personal Days do not need to be reported in the Time-Off Manager (TOM) application. To request to take a Personal Day, please work with your manager to obtain approvals and tracking for the days you intend to take. Employees must notify their immediate supervisor at least 10 days in advance of their intention to take a personal day whenever possible. Salesforce.com will attempt to accommodate the request of employees in scheduling personal days, however reserves the right to schedule in accordance with operational requirements. NO CARRYOVER Personal Days must be taken within the calendar year for which they are available. If the Personal Days are not taken prior to the end of the calendar year, entitlement is automatically forfeited. Personal Days shall not be carried over from one year to the next and there is no payment available for unused Personal Days. PERSONAL DAYS AND ALTERNATE RELIGIOUS FAITHS It is the policy of salesforce.com to arrange reasonable accommodation of the needs of employees who observe religious holy days other than those already accommodated by ordinary scheduling and statutory holidays. rev. Oct. 2012 Employees have a responsibility to alert their supervisor in a timely fashion to upcoming religious observances and anticipated absences. Employees must notify their supervisor at least ten (10) days in advance of their intention to be absent from work due to their need to celebrate a specific religious holy day(s). Salesforce.com will make every reasonable effort accommodate employee’s specific religious beliefs, creeds and festive days unless to do so would cause undue hardship. In all cases, employees will first be asked to either use one or more of their personal days if absence will be occasioned by a religious observance not already accommodated by ordinary scheduling or statutory holidays. If the employee has exhausted personal days, salesforce.com will endeavour to reasonably accommodate the needs of employees by providing flexible scheduling, an unpaid absence or allowing the employee to make up time lost, unless to do so would cause undue hardship. VACATION POLICY Salesforce.com encourages you to maintain a healthy balance between your personal life and your work life. The Company provides you with time away from your job for rest and recreation, personal business, and other situations where you may be absent from work. This program is designed to allow you substantial flexibility in coordinating individual needs with business requirements. Please note, if taking days for personal illness or illness of another family member, these days will also count as leave days for purposes of any emergency or family leave provisions of the applicable employment or labour standards laws. If you are taking vacation for personal illness or injury, please contact the Benefits Department as you may be eligible for disability benefits under salesforce.com’s health plans. VACATION ELIGIBILITY All regular full-time employees (those regularly scheduled for at least 40 hours per week) are eligible for vacation time and pay as per the provisions of this policy. Part-time employees are also eligible for vacation time and pay, in accordance with the provisions of the applicable employment or labour standards laws of the province in which they work. VACATION PAY Vacation pay for regular full-time employees will be calculated and paid according to the above schedule at the rates and formula set out in this policy. The percentages will be applied to your regular base salary. The employment or labour standards laws of each province require vacation pay to be calculated on a percentage of all earnings, however salesforce.com is providing more vacation time and applying a higher vacation pay percentage than is required under such laws, and therefore the amount of vacation time and pay provided by this policy in most cases will provide a greater right or benefit to vacation time and pay than is provided by such laws. In order to confirm that this is the case, at the end of each calendar year, the Company will calculate the amount of vacation pay provided to each employee as per this policy and contrast that amount with the amount required by the applicable employment or labour standards laws. In the unlikely event that vacation pay calculated in accordance with this policy is less than vacation pay calculated at the minimum rates and formula provided by the applicable employment or labour standards laws, the Company will pay any balance owing to the affected employee within 90 days of year end. For greater clarity, employees will be entitled to Vacation Pay as set out in this policy or vacation pay calculated in accordance with the minimum rates and formula provided by the applicable employment or labour standards laws, but not both. VACATION ACCRUAL The vacation year will be the calendar year. Beginning with their month of hire, all regular full-time employees will accrue vacation hours on a monthly basis. Monthly accrual is based on completed years of service in accordance with the table below. rev. Oct. 2012 Completed Service Vacation Time Vacation Time Vacation Base Pay (Days) Accrual Per Pay Accrual * Period (Hours) 0-24 months 15 5 hours 6.0% (1 - 2 years) 25-59 months 20 6.67 hours 8.0% (3 – 5 years) 60 + months 25 8.33 hours 10% (6 + years) *As a percentage of regular weekly base salary actually paid for the vacation year in which vacation was earned. VACATION CARRYOVER At the end of each calendar year, employees are only eligible to carry over a maximum of two (2) weeks (10 days) of unused vacation to be used in the next calendar year.
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