Page 14 - Green Mountain Research Handbook Revised 12-27

Green Mountain Research Employee Handbook

circumstances will the regular rate of pay captured in a given week yield an actual hourly rate of
less than the minimum wage. For questions regarding how the regular rate of pay is calculated

for any employees under the FLSA, contact a member of the Executive Team.

In addition to compensation for regular hours worked, the GMR Executive Team may, from
time to time, grant bonuses to individuals for exceptional performance. These bonuses will be
made without regard to an employee’s exempt or non-exempt status under the FLSA. These are
discretionary performance bonuses and are not guaranteed.

Exempt Employees
It is the policy of GMR for FLSA exempt employees to keep accurate time records to assist with
staff time management. However, if you are classified as an exempt salaried employee, you will
receive a salary which is intended to compensate you for all hours that you may work for the
Company, regardless of the number of hours worked in a given week. This salary will be
established at the time of hire or when you become classified as an exempt employee. While it
may be subject to review and modification from time to time, such as during salary review

times, the salary will be a predetermined amount that will not be subject to deductions for
variations in the quantity or quality of the work you perform. Exempt salaried employees are
not eligible for regular overtime pay.

The GMR Executive Team may voluntarily offer exempt employees, who are not eligible for
regular overtime pay, bonuses for extra effort. Extra-effort pay is based upon the number of
pre-approved extra hours worked. Employees on company travel are eligible for extra-effort
pay based upon the number of hours worked above 40 per week. All other exempt employees
who are pre-approved by management to work beyond 45 hours per week will be compensated
for hours over 45. The company reserves the right to change or discontinue its extra-effort

payment in the future, including the rate of pay set by the company.

The GMR Executive Team may also, from time to time, grant discretionary performance
bonuses for exceptional performance.

Please note: You will be required to use accrued paid time off for full- or partial-day absences
for personal reasons, sickness, or disability. However, your weekly salary will not be reduced for
partial day absences if you do not have accrued paid time off. Note that certain limited
deductions are permitted by law.

Deductions from Pay
There are limited circumstances when the Company will deduct from an exempt salary for
hours not worked, as permitted by the FLSA.

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