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Together, we prepare people for work.

• Part-time variable employees: Eligible for Dental and EAP
Interns: Paid and unpaid interns are not eligible for any GESMN benefits. If a paid intern is
placed in Minneapolis or St Paul, they are eligible for sick and safe time. See the PTO section
for more information on sick and safe time.

For benefit eligibility purposes, former employees who are rehired and employees changing classes will
be treated as a new hire.
Variable employees need to work at least one shift every 30 days. If they fail to work one shift in 30
days, their manager will be notified and asked to schedule them in the next 30 days. If the employee
does not work in that second 30-day time frame, their employment will be voluntarily terminated. Once
available to return to work, they may reapply.

NON-EXEMPT/EXEMPT CLASSIFICATIONS

In accordance with the federal Fair Labor Standards Act (FLSA) and state law statutes, there are two
classifications of employees: non-exempt and exempt. These classifications are defined as follows:

• Non-exempt: Non-exempt employees are generally paid on an hourly basis for actual hours
worked and are eligible for overtime in accordance with applicable wage and hour laws.
• Exempt: Exempt employees are paid a salary that does not vary depending on the actual

number of hours worked and whose duties and responsibilities meet the legal requirements
for exemption from overtime pay established by the FLSA or state law statutes. GESMN
complies with the applicable law regarding reductions in pay for exempt employees.

HOURS OF WORK

Business hours may vary by division and store, depending on factors such as workload, customer
demand, and industry standards. Individual work schedules are assigned and may change from time to
time. Changes in assigned work time and all time-off requests must be approved in advance by the
employee’s manager.
GESMN strives to pay employees accurately and on time. If an employee believes their pay is incorrect
for any reason, including an improper reduction, they should notify a manager or Human Resources.

OVERTIME

A non-exempt employee who works more than 40 hours per workweek will be compensated at a rate
that is one-and-one-half times the employee’s regular pay rate. Paid Time Off (PTO) and holiday hours
do not constitute hours worked for purposes of calculating overtime pay. Overtime worked in any given
week will be paid at the end of the pay period in which it was worked.

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