Work/Life
Taking time to live life will only inspire your work. Balance between work and life means something different to everyone. At AV, we offer a variety of plans to help you successfully balance your life with your career aspirations.AV offers an alternative work schedule at most AV worksites. An Alternative Work Schedule is when you work a schedule outside of the typical 5 days a week, 8 hours a day. The AWS schedule adopted by AV is the 9/80 schedule. A 9/80 schedule is a compressed workweek where the employees work 80 hours in a two week period over nine days instead of 10.
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9/80 FAQ 9/80 OverviewAV provides free workplace electric vehicle charging for all employees and guests. We have over 55 chargers of various types (AV branded EVSE, EV50, TurboCords, TurboDocks, 120 Volt and 240 Volt receptacles) available at our Simi Valley facility. Charger availability is on a first-come basis.
SupportLinc | Employee Assistance Program The Employee Assistance Program (EAP) provides you and your household members with free, confidential assistance to help with personal or professional problems that may interfere with work or family responsibilities and obligations. In addition to available face to face counseling sessions, participants can easily schedule video counseling sessions with a licensed mental health provider from within their home state through the Counselor Connect program. Services are available 24 hours a day, 7 days a week via a toll-free nationwide number. You and your household members can receive up to 3 counseling sessions per person, per problem, per year. Go to www.supportlinc.com or call 888.881.5462 to be immediately connected to an EAP counselor. 1in4 Anti-Stigma Campaign CuraLinc, AeroVironment’s Employee Assistance Program provider, is launching the 1in4 Anti-Stigma Campaign beginning January 4th. The 1in4 initiative focuses on normalizing the need for behavioral health resources and removing barriers for those who want to access care. CuraLinc hopes to raise awareness of mental health concerns by opening up the conversation regarding these significant – and treatable – issues. To view this important information, go to www.1in4.info. Curalinc is a free service to all AeroVironment employees and their dependents. It is crucial that people understand the signs of mental illness and learn how to fight against the stigma associated with it. Visit Curalink’s Mental Health First Aid Toolkit at www.mhfirstaid.tools.com for tools to help you identify, understand and respond to signs of mental illness and other substance abuse disorders in yourself and others.
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SupportLinc EAP Program Flyer SupportLinc EAP Brochure Mental Health – Anti-Stigma Campaign Mentally Healthy Dedicated Counseling Mental Health NavigatorRocket Lawyer is an online legal services company that connects people to the legal help they need. They make the law simple and affordable with thousands of easy-to-create legal documents, quick access to independent local attorneys, and much more. Whether you are starting a family, buying a home, working through a landlord dispute, or planning your estate, Rocket Lawyer Legal Benefits can help. To take advantage of this benefit, visit http://go.rocketlawyer.com/aerovironment. You must have an AeroVironment email address for access.
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Access Instructions Plan Summary Benefits Flyer Group Legal Benefits Membership SummaryAV will allow its employees to voluntarily help other employees who may have exhausted their balance of accrued vacation and sick leave and need additional sick leave hours. Both the Donor and the Recipient must meet the guidelines of the plan and submit their request to P&C.
Click here to access form: Sick Time Donation
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Sick Time Donation Policy Sick Time Donation Job AidHolidays: AV observes several designated holidays per year and a holiday shutdown. Part-time and supplemental employees who are scheduled to work at least twenty but less than forty hours per week on a regularly scheduled basis will receive pro-rated holiday pay based on their hours worked.
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 tenth anniversary date, you will earn a maximum of 3 weeks (120 hours) of vacation. From your tenth 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: AV provides all employees with a maximum accrual of 10 days (80 hours) of paid sick time, available from their first day of employment and replenished annually on January 1. Paid sick time is available 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: AV provides up
to 5 days of paid bereavement time to support employees during difficult times
of loss. This Bereavement Policy provides guidelines for requesting time off to
grieve and attend to any necessary arrangements.
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: AV 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.
Reproductive Loss Policy: AV provides up to 5 days of paid time off following a reproductive loss event to support employees during a difficult time. This Reproductive Loss Policy provides guidelines for requesting time off following a reproductive loss event.
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Leave of Absence - FAQ Your AbsencePro Program Info AbsencePro Leave of Absence Claim Form AbsencePro – Report Your Leave Online AbsencePro QRC Paid Maternity and Parental Leave Paid Family Leave (PFL) CA State Disability Insurance (SDI) Absence Management Policy Military Leave 2025 Holiday Schedule Holiday Policy Bereavement Policy Reproductive Loss Policy FMLA_Employee RightsTravel assistance through Mutual of Omaha can help you avoid unexpected travel related issues while travelling anywhere in the world. Assistance is available to you, your spouse and dependent children on a single trip, up to 120 days in length, more than 100 miles from home. Services include: interpreter service, legal referrals, baggage assistance, emergency cash and document replacement.
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Travel AssistanceAV’s Tuition Assistance Program provides reimbursement for undergraduate coursework, certificate programs, and non-degree courses that improve or develop an employee’s knowledge and skills. Courses may be in any subject area related to AV’s business or industry.
Graduate degree coursework must be directly related to an employee's current role or provide development for a future position identified within AV.
Full-time employees may request reimbursement up to $5,250 annually for eligible undergraduate coursework, certificate programs, and non-degree courses. For graduate degree coursework, the reimbursement limit is up to $8,000 annually.
AV’s Professional Development Program supports eligible employees’ professional development for required business-related training, seminars, and conferences that have prior approval and authorization by the employee’s manager and is in accordance with their department budget. The program must be directly related to AV’s business and/or industry. There is no form to complete for these company required trainings. Eligible expenses may be pre-paid with an AV corporate card or through a check request made payable to the vendor.
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