Page 15 - Green Mountain Research Handbook Revised 12-27

Green Mountain Research Employee Handbook

Likewise, non-exempt employees must be paid for all hours worked and thus must accurately
record their time. And there are limits as to what may be deducted from non-exempt employee

pay.

Therefore, Company policy prohibits improper deductions from an employee’s pay. We commit
in good faith to comply now and in the future and commit to not willfully violate this policy by
continuing improper deductions after errors have come to our attention and been corrected.

In the event you believe an improper deduction has been made, you should notify GMR’s
Human Resources staff in writing, explaining the circumstances of the deduction and whether it
has occurred on other occasions. Human Resource will investigate the complaint and ensure
the Company reimburses you for any improper deductions. If you have questions about the
deductions permitted under this policy, contact a member of the Executive Team.

Minimization of Overtime
To help the Company be a good steward of the finances available for staff funding, cooperation
and coordination among all staff is required to minimize overtime.

Absences due to sickness, vacation, lunch, or holidays are not used in the calculation of
overtime; only hours actually worked are counted.

Scheduling Flexibility
To help conserve accrued leave, employees may, at the supervisor’s discretion, make up time
missed during a particular week by working on a non-scheduled day, or staying late on a
scheduled day in the same time period. If the total hours on the timecard reflect at least normal
hours for two weeks (for example, 30 hours one week and 50 hours the next week, resulting in
a total of 80 hours for that time period), the employee will not need to use leave during that
time period. However, as required by the FLSA, a non-exempt employee will be paid one and
one-half times the regular rate for any hours worked over 40 in a given week during that

period. Every effort should be made to minimize overtime.

Wage Garnishments
A wage garnishment is an order from a court or a government agency directing us to withhold a
certain amount of money from an employee’s paycheck and send it to a person or agency.
Wages can be garnished to pay child support, spousal support or alimony, tax debts,
outstanding student loans, or money owed as a result of a judgement in a civil lawsuit. If we are
instructed by a court or agency to garnish an employee’s wages, the employee will be notified
of the garnishment at once. Please note that we are legally required to comply with these
orders. If you dispute or have concerns about the amount of a garnishment, you must contact
the court or agency that issued that order.

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