Page 13 - Delfi Diagnostics Handbook

Rest Breaks
All hourly, non-exempt employees are also entitled to two 15-minute rest periods during each
eight-hour workday, or one 15-minute rest period for every four hours of work or major fraction
thereof. Non-exempt employees who work more than 10 hours in a day may take a third rest
period. These breaks may not be combined or added to an employee’s meal period. Meal and
rest breaks will be scheduled by the department supervisor or manager. For pay purposes, rest
periods are considered as time worked. Any employee who believes that they were not provided
the opportunity to take all rest periods authorized and permitted under this policy should inform
the People Team or another member of management immediately.

Time Records
All non-exempt employees are required to complete accurate weekly time reports showing all
time actually worked. These records are required by governmental regulations and are used to
calculate regular and overtime pay. At the end of each week, the employee and their supervisor
must sign the timesheet attesting to its correctness before forwarding it to the People Team.

Overtime
When required due to the needs of the business, employees may be asked to work overtime.
Overtime is actual hours worked in excess of 40 in a single workweek or as otherwise provided
under applicable state law. Non-exempt employees will be paid overtime compensation in
accordance with federal and applicable state law (in the state of the employee’s primary office
location). Paid leave, such as holiday, PTO, bereavement, and jury duty, does not apply toward
work time. All overtime work must be approved in advance by a supervisor or manager. For
purposes of calculating overtime for non-exempt employees, the workweek is defined as starting
at 12:00 a.m. on Sunday and ends at 11:59 p.m. the following Saturday. The workday is defined
as the 24-hour consecutive period beginning at 12:00 a.m. each day and ending 24 hours later at
11:59 p.m.

Deductions from Pay/Safe Harbor Exempt Employees
The Company does not make improper deductions from the salaries of exempt employees and
complies with the salary basis requirements of applicable law. Employees classified as exempt
from the overtime pay requirements of applicable law will be notified of this classification at the
time of hire or change in position.

Permitted deductions - DELFI will make the following lawful deductions from the pay of exempt
employees:
● Deductions that are required by law, e.g., income taxes;
● Deductions for employee benefits when authorized by the employee; at time of
separation, if applicable, an employee will be responsible for benefit premiums for the
entire month of coverage until end of the month of employment;
● Absence from work for one or more full days for personal reasons other than sickness or
disability;

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