Employment Relationship
Employment Relationship Employment Classification In order to determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, Frame Destination classifies its employees as shown below. Frame Destination may review or change employee classifications at any time. Exempt. Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay. Nonexempt. Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked. Regular, Full-Time. Employees who are not in a temporary status and work a minimum of 30 hours weekly and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package and are subject to the terms, conditions, and limitations of each benefits program. Regular, Part-Time. Employees who are not in a temporary status and who are regularly scheduled to work fewer than 30 hours weekly, but at least 20 hours weekly, and who maintain continuous employment status. Part-time employees are eligible for some of the benefits offered by the company and are subject to the terms, conditions, and limitations of each benefits program. Temporary, Full-Time. Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Temporary, Part-Time. Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work fewer than 30 hours weekly for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. Work Week and Hours of Work Attendance is an important part of your job performance. Employees are expected to be at work, on time, every scheduled day, and at their work station productively engaged in Frame Destination business by their schedule start time. A normal full-time work week is 40 hours. Frame Destination may adjust the schedule to meet production goals at any time. Under / Overtime For non-exempt employees, you will only be paid for hours worked. There is no guarantee of payment of 40 hours unless you have worked 40 hours or more in a given pay period. Overtime work is sometimes necessary and must be approved in advance by your supervisor. You are expected to work overtime when requested to do so. Overtime (any hours worked over 40 in one week, defined as Sunday through Saturday) is paid at 1.5 times the hourly rate for non-exempt employees. PTO hours scheduled during the week will not count toward the weekly hour calculation for overtime, but paid, scheduled holidays will be. Breaks There are two 15 minute breaks each day at specified times. You are not required to clock out for these. The breaks are usually scheduled for 10:00 am to 10:15 am and then at 2:00 pm to 2:15 pm, but are not guaranteed. Breaks are to be used for non-work related activities. You are required to take at least a 30 minute lunch break, but are allowed up to 1 hour. Lunch breaks that exceed 1 hour must be approved by your supervisor. You must clock out for lunch breaks and they must be taken between 11:00 am and 1:30 pm. If you forget to clock out for or back in from your lunch break, you must immediately notify your supervisor to make the adjustment. Food may only be eaten in the break room and meeting areas. Do not eat or store food at your work station. Time Records All employees are required to use TheQ for their time recordkeeping. You are required to clock in and out on the system at each necessary point. These records are required by governmental regulations and are used to calculate regular and overtime pay. At the beginning of each week, the employee must approve their time sheet attesting to its correctness for the week prior. You are prohibited from sharing your credentials with anyone. If you are having any issues with the time system, you must inform your supervisor immediately. Utilizing the time system to record or adjust anyone’s time but your own is grounds for termination. Deductions from Pay/Safe Harbor Exempt Employees The Company does not make improper deductions from the salaries of exempt employees and complies with the salary basis requirements of the Fair Labor Standards Act (FLSA). Employees classified as exempt from the overtime pay requirements of the FLSA will be notified of this classification at the time of hire or change in position. Permitted deductions. The FLSA limits the types of deductions that may be made from the pay of an exempt employee. Deductions that are permitted include:
Improper deductions. If an employee classified as exempt believes that an improper deduction has been taken from his or her pay, the employee should immediately report the deduction to the Human Resources Department. The report will be promptly investigated and if it is found that an improper deduction has been made, the company will reimburse the employee for the improper deduction. Paychecks Frame Destination’s pay day, for all employees, is weekly on Friday, covering payment for the pay period (Sunday through Saturday) prior to the pay day. If pay day falls on a federal holiday, employees will receive their paycheck on the preceding workday. Frame Destination provides, and encourages, direct deposit of paychecks. This service saves you time while providing added security. Should you elect direct deposit, each paycheck will be automatically deposited to your checking or savings account. Each pay day, you will receive a pay stub for your records, either via an email link or paper if you do not have an email account. Direct Deposit will be initiated as soon as possible following the receipt of a signed authorization form from the employee. Access to Personnel Files Employee files are maintained by the Human Resources department and are considered confidential. Managers and supervisors may only have access to personnel file information on a need-to-know basis. Personnel file access by current employees and former employees upon request will generally be permitted within 3 days of the request unless otherwise required under state law. Personnel files are to be reviewed in the Human Resources department. Employee files may not be taken outside the department. Representatives of government or law enforcement agencies, in the course of their duties, may be allowed access to file information. Employment of Relatives and Domestic Partners Relatives and domestic partners may be hired by the company if (1) the persons concerned will not work in a direct supervisory relationship, and (2) the employment will not pose difficulties for supervision, security, safety, or morale. For the purposes of this policy, “relatives” are defined as spouses, children, siblings, parents, or grandparents. A “domestic partnership” is generally defined as a committed relationship between two individuals who are sharing a home or living arrangements. Current employees who marry each other or become involved in a domestic partnership will be permitted to continue employment with the company provided they don’t work in a direct supervisory relationship with each other or otherwise pose difficulties as mentioned above. If employees who marry or live together do work in a direct supervisory relationship with each other, the company will attempt to reassign one of the employees to another position for which he or she is qualified if such a position is available. If no such position is available, the employees will be permitted to determine which one of them will resign from the company. Separation from Employment In all cases of voluntary resignation (one initiated by the employee), employees are asked to provide a written notice to their supervisors at least 10 working days in advance of the last day of work. The 10 days must be actual working days. Holidays and paid time off (PTO) will not be counted toward the 10-day notice. Employees who provide the requested amount of notice will be considered to have resigned in good standing and generally will be eligible for rehire. In most cases, Human Resources will conduct an exit meeting on or before the last day of employment to collect all company property, and to discuss final pay. If applicable, information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to the employee’s home address. Should it become necessary because of business conditions to reduce the number of employees or work hours, this will be done at the discretion of the company. |