Page 25 - Post Handbook Update 7-18-23

CHAPTER 5: ABOUT YOUR EMPLOYMENT
In addition, each associate is designated as either “non-exempt” or “exempt” under federal and state wage and hour laws:
Non-Exempt: Non-exempt associates must be paid at least the legal minimum wage for all hours worked and overtime pay at the rate of one and one-half the associate’s regular hourly rate for all hours worked in excess of 40
in a workweek. Non-exempt associates are required to record all time worked in accordance with the Time Sheets/ Attendance Records (Non-Exempt Associates) Policy.
Exempt: Certain associates such as executive, administrative, professional and computer professionals may be exempt from receiving overtime pay. To qualify for the exemption, associates must meet certain regulatory tests regarding their job duties, be paid on a “salary basis” (see below), and such salary must meet a certain minimum level (which may vary between federal and state law).
SALARY BASIS (Exempt Associates)
For exempt associates, being paid on a “salary basis” means that an associate regularly receives a predetermined amount of compensation per work week, payable on Post’s regular biweekly payroll schedule. This predetermined amount is not reduced because of variations in the quality or quantity of work, subject only to certain limited exceptions. Subject to these exceptions, an exempt associate will receive salary for any workweek in which the associate performs any work, regardless of the number of days or hours worked.
However, exempt associates, are not paid for any workweek in which they perform no work unless they are eligible for certain paid time off benefits such as PTO, sick pay, holiday pay, or receive short or long term disability benefits.
Deductions from an exempt associate’s regular pay are permissible:
• For absences from work for one or more full days for personal reasons other than sickness or disability;
• For absences of one or more full days due to sickness or disability in accordance with Post policies and benefit plans; and
• To offset amounts the associate receives as jury or witness fees, or military pay.
Also, the University is not required to pay the full salary:
• In the first or last week of employment;
• For penalties imposed in good faith for infractions of safety rules of major significance; and
• For weeks in which the associate takes unpaid leave under the Family and Medical Leave Act or other unpaid leave policies.
PAYCHECK ACCURACY
To minimize the likelihood of payroll errors, biweekly payroll processing by the Payroll staff proactively incorporates detailed audits, approval controls, and payroll reportanalysis. However,youareencouragedtopersonally verify the accuracy of your paycheck each pay period by reviewing your pay statement in ADP Workforce Now.
If you believe that there is a mistake with your paycheck; that an improper deduction has occurred; that you have not been paid for all hours worked; or, your pay has not been in compliance with Post policies or certain wage and hour regulations, you should immediately report your concern to Associate Experience. Associates may make such requests without fear of reprisal or retaliation.
In the event a management error or payroll processing error is made in an associate’s pay, Post will issue an off-cycle corrected manual paycheck; otherwise, paycheck corrections are made as part of the next scheduled paycheck. As a responsible and ethical employer,
Post University is committed to fully respecting and complying with associates’ rights under all applicable laws and regulations.
WORK SCHEDULE
Post’s operations are structured based on a 7 days/week, 24-hours/day service commitment to its existing or potential students. Being nimble from time to time in your work schedule ensures our consistency in meeting our obligation to “be there when our students need us”. Your work schedule is set by your supervisor, manager, or department leader to ensure efficient delivery of amazing services to students and each other. Your schedule is based on your team’s priorities and objectives – as they relate to fulfillment of Post’s mission and imagined future strategic goals.
Please note that your position may require work on weekends, holidays, evenings, nights or in response to
POST UNIVERSITY ASSOCIATE ROADMAP HANDBOOK
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