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Electronic timesheets can be reviewed by respective Department Supervisors for
accuracy including project numbers, time off, and overtime requested. Timesheets
should be submitted to the Accounting Department on Friday before departing for
the weekend, or no later than 9:00 a.m. on Monday. All the week’s hours must be
accounted for accurately, using the correct project/phase or administrative charge
numbers.

Accuracy of timesheets is of the utmost importance. Proper project/phase numbers
should be received from respective Project Managers and/or Supervisors. Any
employee who is uncertain as to appropriate project/phase numbers should contact
the respective Project Manager and/or Supervisor. Hours charged to project/phase
numbers should be recorded accurately. Falsification of information will not be
tolerated and may be the basis for disciplinary action up to and including possible
termination.

Employees who are out of the office for any reason should submit timesheets to the
Accounting Department prior to departure. If prior submission is not possible,
employees are responsible for making arrangements with the Accounting
Department to ensure completed timesheets are submitted to the Accounting
Department by the required deadlines.

D. PAYROLL DEDUCTIONS

The law requires deductions to cover federal, state, and local income taxes, and
Social Security (FICA). These deductions are made automatically. If the employee
chooses an insurance option(s) which requires that the employee pay the premium
payment, or a portion thereof, such insurance premiums will be automatically
deducted.

If an eligible employee chooses to participate in the Company’s 401(k) plan, the
requested amount will be automatically deducted.

E. FAIR LABOR STANDARDS ACT

The Fair Labor Standards Act (FLSA) established the “overtime” pay premium;
specifically, any hours worked over 40 in a work week will be paid at the rate of
1.5 times the employee’s regular rate for non-exempt employees.

The FLSA provides for an exemption from both the minimum wage and overtime
pay provision for employees engaged in executive, certain administrative, or
professional capacities (these positions are classified as “exempt”). The criteria
which designates those individuals has been established by the Department of Labor.

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inspired professionals defining excellence

“Nothing in this guidebook changes the “at-will” nature of employment with Molzen Corbin. This guidebook is not an exhaustive statement of all rights and
responsibilities of Molzen Corbin employees. Employees are directed to ask Human Resources for additional information about matters addressed in this
guidebook. Furthermore, nothing in this guidebook shall prohibit or is intended to interfere with the exercise of Employee rights under Section 7 of the
National Labor Relations.