Payment of Wages
Employees are paid on a regular semi-monthly schedule. If a payday falls on a Saturday, checks will be issued on the prior Friday. If a payday occurs on a Sunday, staff will be paid on the following Monday. If a payday falls on a holiday, checks will be issued on the day preceding the holiday.
Checks will only be given to the person to whom the check is issued unless that person has given written/signed permission to release their paycheck to another individual. Wages will not be paid in advance.
Payroll Deductions
All required deductions are withheld from employee paychecks. These deductions include all applicable state, federal and local withholding taxes. Deductions for any applicable retirement savings and health insurance premiums for employees and/or their dependents will also be made as authorized by the employee.
Garnishments
Should we be served with a court-ordered assignment or garnishment on your wages, we are required by law to withhold the amount stated. In addition, we may also withhold a reasonable administrative fee.
Records of Time Worked
Employees are required to accurately record all time worked, including the time they begin and end each shift, as well as the beginning and ending time of each meal period. Staff should also record the beginning and ending time of any split shift or departure from work for personal reasons. Employees are responsible for completing their own time records on a daily basis.
Altering, falsifying, tampering with time records, and/or recording time on another employee’s time record will result in disciplinary action, up to and including termination of employment.
Hours of Work and Overtime
If nonexempt employees are asked to work overtime by their supervisor, the company adheres to State regulations on compensation of hours worked during overtime periods. All overtime must be approved in advance by your supervisor. Unauthorized overtime will be subject to disciplinary action up to and including termination.
Only the actual hours worked by employees are computed to determine any overtime worked. In other words, vacation time, sick time, holiday time or any other time for which you are compensated but do not actually perform work is not counted when computing hours worked in a work week. The workweek for payroll purposes is 12:01 am Monday through 12:00 midnight on Sunday.
Exempt employees will not be paid for overtime work. If you have any question about whether you are an exempt or nonexempt employee, ask your supervisor.
Coming Early/ Staying Late
Employees are not to report to their working area more than seven (7) minutes before their work is scheduled to begin nor stay more than seven (7) minutes after their work is scheduled to end, unless specifically requested to do so by their immediate supervisor.
Rest and Lunch Breaks
Employees are entitled to take a 10-minute rest period for each four-hour work period worked. We ask that you not stay over the time allotted for your break, or take breaks during the first or last ten minutes of a work shift or at the end or beginning of a lunch break. If you are working more than a five-hour shift, an unpaid meal period of 30 minutes will be provided during the middle portion of your shift. Your supervisor will advise you of the specific times during which rest and lunch breaks should be taken.
Attendance and Punctuality
Employees are expected to report to work on time and as scheduled. If, for any reason, you are unable to report for work at your scheduled time, you are expected to notify your supervisor as far in advance as possible so that arrangements can be made to cover your responsibilities. Except in the case of an emergency, relatives or friends are not to call in on your behalf. Employees are considered tardy if they are not in their designated work area prepared to perform their job responsibilities when their scheduled shift begins.
Excessive absenteeism or tardiness will result in disciplinary action. If you fail to report to work for a scheduled shift and do not call your supervisor within 24 hours, you will be considered to have voluntarily quit your employment with the company.
