Salary
The company shall pay the employee an annual base salary in equal bi-monthly installments at the end of each period during the Employment Period. The Salary may be subject to increases, as those may be determined from time to time by the company.
Medical Insurance
Mountains Wave provides comprehensive medical insurance to all full-time employees through Covered California. This does not include copays, deductibles, or reimbursement for out-of-pocket services. There is a 60-day hold on coverage.
Hybrid or Remote
We believe in designing a life that you enjoy and believe that work should fit seamlessly into your schedule. We provide an extremely flexible working environment that allows you to be successful on your terms.
Flexible Paid Time Off (PTO)
Employees receive unlimited paid time off (PTO). You can take your PTO at any time after your first week with us.
Unlike many employers with formal paid vacation, personal and paid sick-time policies, Mountains Wave Marketing has no formal policy regarding the amount of time that its salaried employees can take during a year for their absences from work. As a result, employees do not accrue vacation pay or other paid time off and this is considered an unlimited paid time off policy.
Included within the Company’s unlimited paid time off policy are paid sick days. Requests to use sick days should follow the procedure stated below. Since these days are included within this policy, they do not roll over or accrue. Please note that, even with the Chicago and California sick leave laws, if a company has an unlimited PTO policy they do not have to enact a separate paid sick leave policy. Thus, the Company does not have a separate sick leave policy.
However, attendance may be required at certain times and time off grants are still at the discretion of the Company. To request time off from work, written notice to your direct supervisor is required (email suffices as written notice). For planned PTO, such as a vacation or other known event like a wedding, advance notice of 4 weeks is recommended to ensure that PTO is likely to be approved. For unplanned instances, such as an illness or bereavement leave, notification on the day of by 8 am PST is best practice, or as soon as possible.
No single absence will be paid for more than 15 consecutive days without approval from the CEO. Paid time off for all eligible employees must be recorded in the appropriate time/attendance system.
Should your PTO request exceed 15 consecutive business days, please contact the CEO & your manager to ensure proper procedures and documentation are followed. Examples of this may include:
- the birth and care of the newborn child of an employee;
- placement with a child for adoption or foster care;
- to care for an immediate family member (spouse, child, or parent) with a serious health condition; or
- to take medical leave when unable to work because of a serious health condition.
Please see the individual policies on these topics for more information.
Paid Leave for salaried employees may not be used as a means to extend other types of leave, such as FMLA, Parental, Short- or Long Term Disability, leaves required by state law, and other extended leave situations.
The Company expects all employees to maintain the high caliber of performance expected of all employees. Therefore, if performance declines because of use or abuse of the PTO policy, the Company reserves the right to review an employee’s use of PTO and take disciplinary action if necessary, up to and including termination of employment.
While employees may take time off subject to work demands and management’s discretion, they do not accrue any vacation time for purposes of payout at termination and/or payment during leaves of absence.
Holidays
New Year’s Day, Martin Luther King Day, President’s Day, Cesar Chavez Day, Good Friday, Memorial Day, Independence Day, Labor Day, Indigenous Peoples' Day, Veterans Day, Thanksgiving Day, Day after Thanksgiving, and Christmas Day.
Sick and Bereavement Leave
See unlimited PTO as sick and bereavement leave are covered in that policy.
Parental Leave
Mountains Wave offers 12 weeks of paid maternity and paternity leave. If local or national law stipulates longer leave, we will follow the law.
If you are about to be a new mother or father (either through childbirth or adoption), talk to Alex George to arrange your leave. Please give us at least three months' notice before your leave begins.
Our company offers unpaid bonding leave for up to a year.
Jury Duty and Voting
If you are called for jury duty, are chosen, and you are an exempt employee, you will be compensated throughout the duration of that time. You are still responsible for connecting with internal and external stakeholders outside of jury duty. On election day, you are encouraged to take time out of the day to vote.
Stakeholder Governance
We have adopted and legally incorporated a stakeholder governance to protect our company's core mission and values.
On Target Earnings (O.T.E)
In accordance with the Company's practices, policies, and procedures, the Employee may be eligible for a discretionary bonus up to 7.5% of annual salary based on (3.5%) merit and (4%) company financial goals. 4% company financial goals are paid out quarterly while merit goals are paid out annually. The Bonus, if any, will be based on the performance of the Company and the Employee and will be subject to typical payroll deductions and withholdings. A Bonus is not guaranteed compensation.