Page 43 - Mission updated and revised Employee Handbook (00022854).DOCX

Eligibility requirements for holiday pay: Full-time employees are eligible to receive their regular
rate of pay for each observed holiday. Part-time employees are eligible to receive holiday pay only
for holidays on which they normally would be scheduled to work and only for their regularly
scheduled number of hours. Temporary employees and employees on unpaid leave of absence are
not eligible to receive holiday pay, unless stated otherwise.

Errors on Pay: If an employee finds an error in his/her pay, then such employee should
immediately notify the Payroll Department.

Shift Differential Pay: Non-exempt employees will receive a shift differential of 10% of gross
pay if the shift begins at 2 p.m. or later.

Salary Adjustments: Salary adjustments are occasionally requested or warranted at times other
than the employee’s scheduled annual salary reviews. Out-of-cycle salary increases must be
preapproved by the head of the department and the People Operations Department. The People
Operations Department will review all salary increase/adjustment requests to ensure internal equity
and compliance with Mission policies and guidelines.

On-Call Pay: Non-exempt employees normally will be granted a minimum of two (2) hours of
“on-call pay” when they are asked by management of Mission to report to work outside of their
normal working hours.

Exempt Employee: To be paid on a salary basis means an employee must regularly receive a
predetermined amount of compensation each pay period. The predetermined amount cannot be
reduced because of variations in the quality or quantity of the employee's work. Subject to the
exceptions listed below, an exempt employee must receive the full salary for any workweek in
which the employee performs any work, regardless of the number of days or hours worked. If an
exempt employee performs no work during an entire workweek, the employee will not be paid for
that workweek.

Mission may take deductions from pay of an exempt employee under the following circumstances:

➢ When the employee is absent from work for one or more full days for personal reasons
other than sickness or disability;
➢ When an employee is absent for one or more full days due to sickness or disability if the
deduction is made in accordance with a bona fide plan, policy or practice of providing
compensation for salary lost due to illness;
➢ To offset amounts that employees receive as jury or witness fees or for military pay;
➢ For penalties imposed in good faith for infractions of safety rules of major significance;
➢ For unpaid corrective suspensions of one or more full days imposed in good faith for
workplace conduct rule infractions;
➢ In the initial or last week of employment; or
➢ For weeks in which an exempt employee takes unpaid leave under the Family and Medical
Leave Act (FMLA).

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