Work/LifeTaking time to live life will only inspire your work. Balance between work and life means something different to everyone. At AeroVironment, we offer a variety of plans to help you successfully balance your life with your career aspirations.
Documents9/80 FAQ 9/80 Overview
AeroVironment | Educational Assistance Program AeroVironment is committed to providing employees with the tools and skills necessary to perform the individual’s role and responsibilities. Developing our employees is critical to our success and we recognize that outside resources may be required to meet this objective. We also recognize that employees may want to expand their skillsets in areas beyond their current role as well. We as a company want to support those personal objectives. The Educational Assistance Program covers both company required and non-required training. Assistance for required training will cover course fees, time and travel. Approved non-required training will be covered up to $1,000.00 per year. AeroVironment | Tuition Assistance Program Continued education offers reward and benefit to both the employee and the Company. To assist employees with reaching their educational goals, AeroVironment offers a Tuition Assistance Program. Coursework must be completed at a regionally accredited institution. Coursework, unless otherwise stipulated in the Program, is not required to be associated with a degree or certification program. Vocational, technical, and/or trade school programs may also qualify. Undergraduate, certificate program, vocational and trade school coursework may be in an area of study related to the business or industry. Graduate degree programs must be related to the employee’s present position (job-related) or provide development for a future identified position in the company. Undergraduate level and other courses not related to a degree program will be reimbursed up to $5,250.00 per calendar year. Graduate degree program courses will be reimbursed up to $8,000.00 per year.
DocumentsTuition Reimbursement Program Policy Application Tuition Assistance Application for Education Assitance Education Assistance Policy
DocumentsSupportLinc EAP Program Flyer SupportLinc EAP Brochure Mental Health – Anti-Stigma Campaign EAP Training Calendar Mentally Healthy Dedicated Counseling Mental Health Navigator
DocumentsAccess Instructions Plan Summary Rocket Lawyer FAQ Benefits Flyer
DocumentsSick Leave Donation Info. Sick Leave Donation Form
Holidays: AV offers several paid holidays per year. The total number of holidays recognized vary from year to year depending on where Christmas/New Years Day falls in the week. If you begin employment after Thanksgiving Day, you will only be eligible to receive holiday pay for two days during the December Holiday Closing period. Part-time employees may be eligible for prorated Holiday pay based on the number of hours they work.
Discretionary Time OFF (DTO): The DTO policy gives eligible employees more flexibility to take personal time off; there is no specific number of vacation days off per year, eligible employees do not accrue vacation, and there is no accrued vacation time off “bank.” Employees utilizing the DTO remain accountable for ensuring that they balance their personal time off with work performance expectations. Salaried exempt employees hired after February 1, 2020 will be placed on the DTO plan.
Vacation: Vacation is accrued each pay period and you can begin using your accrued vacation time as you earn it. Accrual is based on hours worked, not including overtime or hours worked past 40 hours in a work week. From the start of your employment, up to your third anniversary date, you will earn a maximum of 2 weeks (80 hours) of vacation. From your third anniversary date up until your twelfth anniversary date, you will earn a maximum of 3 weeks (120 hours) of vacation. From your twelfth anniversary date on, you will earn a maximum of 4 weeks (160 hours) of vacation. You will be allowed to accrue and bank a maximum of two times your annual accrual rate. If you reach your maximum capacity, your bi-weekly accrual will stop until you have reduced your account to accommodate additional accrual. Non-exempt hourly employees and grandfathered exempt salaried employees are eligible for the vacation policy.
Paid Sick Leave: AeroVironment provides all employees with a maximum accrual of 15 days (120 hours) of paid sick time per year for use when absent from work for the diagnosis, care (including preventative care), or treatment of an existing health condition for you and certain members of your family or a death in your family. You may also take time off to seek help if you or your family member are the victim of domestic violence, sexual assault, or stalking for the purpose of treatment, assistance, and other purposes authorized by law.
Jury and Witness Duty: Employees who qualify for jury duty leave will receive pay for up to 80 hours of jury duty service per calendar year. If the jury duty service exceeds 80 hours, employees may elect to use any accumulated vacation time during a leave under this policy, and may keep any jury duty fees received. Employees are expected to cooperate with AV in rescheduling jury service to minimize interference with AV responsibilities. Employees also are expected to report to work when it does not conflict with their court obligations, including returning to work for partial work days. To qualify for jury duty leave, employees must submit to their supervisor a copy of the jury summons, and also must submit proof of service at the completion of the service. AV provides employees time off when subpoenaed to appear as a witness. Time off provided to testify as a witness will ordinarily be unpaid. If the employee utilizes paid vacation time or is unpaid for the time off, any witness fee received belongs to the employee. If the employee is testifying on behalf of AV, the time is charged to AV work time and any witness fee received should be turned in to AV.
Voting Time Off: Generally employees are able to find time to vote either before or after their regular work schedule. Employees who do not have sufficient time outside of their regular working hours to vote in a statewide election may request time off to vote. If possible, employees should make their request at least two (2) business days in advance of the election. Up to two (2) hours of paid time off will be provided, at the beginning or end of the employee’s regular shift, whichever will allow the most free time for voting and the least time off work.
Bereavement Leave: Employees are eligible for paid leave of up to five (5) days or (40 hours) if a death occurs in the employee’s immediate family. For this policy, immediate family includes a spouse, domestic partner, parent, step-parent, parent-in-law (including parent of domestic partner), grandparent, grandchild, child, sister, or brother as well as a step-child, step-brother or sister, or brother or sister-in-law. Employees should notify their supervisor as soon as possible in the event of a death in the family for which they are requesting bereavement leave.
Parental Leave: Parental Leave provides supplemental pay for employees on leave related to the birth or adoption of a child or the placement of a foster child with the employee. Fulltime eligible employees may receive up to 8 weeks of supplemental pay during their Parental Leave at the employee’s regular weekly, straight weekly rate. Supplemental pay benefits is designed to supplement Paid Family Leave (PFL) benefits or other state or federal funding, were available.
Maternity Leave: Maternity Leave provides supplemental pay for employees on leave for disability for pregnancy, childbirth or related medical conditions. Eligible employees may receive up to 8 weeks of supplemental pay during their pregnancy-related disability leave that the employee’s regular, straight weekly rate. Supplement pay benefits is designed to supplement paid Short Term Disability insurance (STD), State Disability Insurance (SDI, and/or Paid Family Leave (PFL), where available.
Active Duty and Military Training Leave: AeroVironment supports its employees who serve in the Uniformed Services by accommodating their temporary military duty-related absences from work in accordance with applicable law, and by reducing the economic hardship resulting from such absence by providing supplemental pay in certain situations where their military pay is less than their regular base pay. They may receive up to 4 weeks (training) or 12 weeks (active duty) of supplemental pay in a rolling 12 month period.
Leave of Absence: AbsencePro is our third party processor for employee leaves of absences including personal, medical, family, military and workers compensation leave. They will provide the appropriate notifications for the type of leave, collect the necessary documentation and help track the time off. Our partnership with AbsencePro will help to support P&C’s initiative to improve processes, increase efficiency and maintain compliance. Employees will continue to work with their manager when they want to take time off in order to coordinate their leave with business needs, insurance, time entry, etc.