Page 42 - Mission updated and revised Employee Handbook (00022854).DOCX
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Exempt employees are not required to clock in and clock out but are required to input PTO requests
               in the HRIS. In addition, exempt employees are not eligible to receive overtime compensation.

               PAYMENT OF WAGES

               Paydays: Employees are normally paid on semi-monthly or bi-weekly pay periods, depending on
               their FLSA status. All exempt employees are paid on a semi-monthly basis, while non-exempt
               employees are paid on a bi-weekly basis.  If a regular payday occurs on Saturday, Sunday or a
               holiday, employees will be paid on the last working day before the regular payday.


               Employee Pay: Each payday, payment of wages will be deposited into the employee’s personal
               financial institution account unless otherwise stated. Employees will then be able to view their pay
               statements showing gross pay, deductions, and net pay on the employee HRIS software.  Local,
               state, federal and social security taxes will be automatically deducted from each employee’s wages.
               No  other  deductions  will  be  made  unless  required  or  allowed  by  law,  contract  or  employee
               obligation. Employees may elect to have additional voluntary deductions taken from their pay by
               submitting  a  written  authorization  to  the  People  Operations  Department.  No  pay  advances  or
               employee loans are allowed.

               If an employee’s marital status changes or the number of exemptions previously claimed increases
               or decreases, a new Form W-4 must be electronically completed through the HRIS.

               Overtime Pay: Non-exempt employees will be paid overtime compensation at the rate of one and
               one-half (1.5) times their regular hourly rate for work in excess of forty (40) actual hours worked
               during their normal workweek in accordance with the FLSA and applicable state law. Overtime
               must be approved in advance by the supervisor/manager to whom the employee reports. Time off
               in lieu of overtime pay will not be granted. Overtime work without advance approval may result
               in corrective action, up to and including termination of employment.

               Holiday pay is not considered “hours worked” for overtime pay calculations, unless the employee
               actually worked that day.

               Holiday Work Pay: Generally, to receive holiday pay, an eligible employee must work or take
               scheduled PTO the day before and the day after the observed holiday. If an employee is not paid
               the day before and/or the day after a holiday, the employee will not be paid for the holiday. If an
               employee reports to work late or works a partial day, then Mission will review the matter on a
               case-by-case basis to determine if an employee is eligible for holiday pay. Mission reserves the
               right to make rare exceptions at its discretion. All exceptions must be authorized by the People
               Operations Department.

               Non-exempt employees who work on an observed holiday will be paid for the number of hours on
               that holiday at one and one-half (1.5) times their regular hourly rate of pay, regardless of the
               number of hours worked in the workweek.



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