Page 13 - Green Mountain Research Handbook Revised 12-27

Green Mountain Research Employee Handbook

try to reasonably accommodate an employee’s special dress or grooming needs that are a
result of religion, ethnicity, race or disability.

GMR’s Executive Team will consider societal norms, as well as complaints from other

employees or customers, among other factors when determining when dress, including jewelry
is distracting. We retain discretion for dealing with certain matters such as disability, religious
requirements or other case-specific issues that might require accommodations.

Timekeeping, Payroll and Overtime

Employees may be paid on an hourly basis or a salary basis. Employees are also classified as
either exempt or non-exempt for purposes of overtime eligibility when they work more than 40
hours per week and whether they are eligible for deductions from pay when they do not work.
The Executive Team will advise each employee as to their exempt/non-exempt status in their
offer letter and job profile/job description.

There are 26 payrolls each year. Payment is made by direct deposit to the financial institution
of your choice.

The work week runs from Sunday thru Saturday and employees are paid bi-weekly. Employees

must complete their timesheet daily and submit a completed two-week time record on Monday
immediately following each completed two-week payroll period.

Employees are paid the following Thursday after the payroll period ends.

Time must be reported to the nearest quarter-hour and must be an accurate reflection of hours
actually worked. If it becomes necessary to change your timecard entry, utilize the memo
section in the timesheet for that entry to explain the change.

Hourly and Non-Exempt Employees
“Report what you work, work what you report” is our golden rule for timekeeping at GMR. All
employees must keep accurate time records. This applies whether an individual is paid a salary
or paid per hour worked. And it applies whether the employee is scheduled to work full-time,

part-time, temporarily, or occasionally.

Unless an employee qualifies for the Fair Labor Standards Act (FLSA) exemption, any hours
worked above 40 hours per week (overtime) must be paid at one and one-half (1 ½) times the
regular rate as captured in that week’s timesheet. Any overtime worked by non-exempt
employees must be approved by a supervisor in advance. If the employee fails to receive pre-
approval, the failure to obtain approval will be addressed by the supervisor as a policy violation
and the employee will be paid the overtime premium as required under the FLSA. In no

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Revision Date: 12/09/2021
Origination Date: 12/09/2021