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Together, we prepare people for work.

All overtime must be authorized in advance by the employee’s manager. Employees are responsible for
obtaining their manager’s approval. Although employees are paid overtime wages for any hours worked
over 40 in one workweek, GESMN may discipline an employee for working overtime without prior
approval.

There are times, however, when overtime may be mandatory.

TRACKING TIME WORKED
Non-exempt employees are expected to keep an accurate record of time worked, including overtime
hours, by punching in and out on a time clock or via the online timekeeping system. Employees are
expected to record the actual time they start work, take unpaid meal breaks, and stop work each
workday. Your manager will provide detailed information on the process that applies to your position
and department.

Exempt employees must record all paid time off and unpaid time off (such as a leave of absence) in the
time and attendance system provided.
Since time records are both legal records and official GESMN documents, absolute accuracy and
completeness are required. Falsification of time records may result in disciplinary action up to and
including termination of employment.

COMPENSATION PLAN

Goodwill-Easter Seals seeks to attract, retain, and motivate a highly qualified and competent workforce.
GESMN will maintain a compensation structure for each position that reflects factors such as the
complexity and accountability of the position. Each position at GESMN is assigned a wage/salary range.

In addition, GESMN may review its position descriptions and evaluate individual positions to ensure they
are properly classified and paid. GESMN also reviews position descriptions as needed (during budget
planning and when new positions are created/hired) to ensure the job responsibilities and specifications
are current, relevant, and job-related.
An employee’s total compensation consists of wages paid and various benefits, such as group health and
life insurance, PTO, and a retirement plan.

Questions about compensation should be directed to your manager or Human Resources.

PAY FOR PERFORMANCE
Merit reviews are generally conducted annually to determine appropriate wage increases. Employees
with higher levels of performance receive larger wage increases than those with lower performance.

Employees are not guaranteed a wage increase, which is given at the discretion of GESMN.

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