Page 18 - 2019 - erbe employee handbook.draft national

3-4. Deductions
Payroll stubs will itemize deductions from gross earnings. By law, Erbe is required to make certain deductions, including payroll taxes, Federal income tax, and other appropriate taxes, court-ordered garnishments, and other legally required deductions mandated either by Federal, state or local laws.
Other deductions Erbe will make are those pre-authorized by the employees, such as insurance premiums and 401(k) plan contributions. Federal and certain state laws may permit other deductions.
Employees who believe that they have been subject to any improper deductions must report these immediately to Human Resources.
3-5. Position Descriptions
Erbe prepare a list of responsibilities and qualifications for each position to provide to each employee. These position descriptions are intended to capture the major job duties of the position and should in no way be considered all-inclusive. Erbe reserves the right to change position descriptions for any reason.
Each position will be assigned a corresponding salary grade and range based on the requirements of that position. Erbe routinely reviews all positions and salary grades in support of equal opportunity and unlawful pay disparity prevention pay practices.
3-6. Overtime
Any non-exempt employee who works overtime will be compensated at the rate required by the law, typically one and one-half (1.5) times his/her normal hourly wage for all time worked in excess of forty (40) hours each work-week of a seven-day period.
Non-exempt employees may only work overtime with prior written, management authorization. Exempt employees are ineligible for overtime and required to work the hours necessary to satisfactorily perform their job duties, which can exceed 40 hours a week on many occasions and require after hours work and weekend work.
For purposes of calculating overtime for non-exempt employees, the workweek begins at 12:00 a.m. on Monday and ends at 11:59 p.m. on Sunday of each week for all employees.
Payroll stubs will also differentiate between regular pay and overtime pay received.
3-7. Non-Exempt Travel Pay
When non-exempt employees are required to travel, it is the employee’s responsibility to keep track of hours worked for travel pay purposes. This information must be submitted in writing to the Human Resources Department immediately upon return to the office.
For assignments involving air travel, individuals should begin recording hours worked as of the time they are required to report to the airport. Employees should follow airport requirements and may submit reasonable time sufficient to navigate security and boarding timeframes. Erbe may elect to disallow time if not considered reasonable.
18 | Compensation & Pay Practices Confidential/Internal Use Only