Page 13 - 2017 Edition Staff Handbook

Dollars and Cents
With FREEDOM AND FLEXIBILITY comes great responsibility. Great responsibility asks of you...integrity, commitment, and accountability.
Banked hours can be requested to be paid out at any time but it is requested that these hours not be paid out over and above normal working hours scheduled each week.
Banked hours allow you to have additional time off and still receive pay while balancing out payroll costs for HLA over the year. For example, If your normal hours are 40 and you work 40 hours then you should not use an additional 40 banked hours for that same pay period receiving a total of 80 hours paid out for that week. Instead plan to take time off and use your banked hours.
We understand that there are needs that come along and you may request to take those additional banked hours if needed.
ADVANCES AND LOANS
On occasion, HLA may opt to provide a staff advance or loan. These decisions are made on a case-by-case basis. A written loan repayment agreement must be signed and payment agreement declared. Should an employee leave the company before the advance or loan is paid back, the balance will be due in full and will be deducted from the final paycheck.
DEDUCTIONS
Each week there will be standard deductions on your paycheck as well as any voluntary deductions for benefit costs or reimbursements. If you believe that an improper deduction has been made, report it to the person responsible for payroll processing and it will be investigated promptly.
RAISES
HLA is most interested in providing maximum opportunity for staff advancement within the company, if those opportunities are available.
All pay increases are based on merit, market and the profitability of the company. Pay increases are not automatic.
In the event that an employee becomes injured or witnesses an injury during work hours, they must report it immediately to the nearest available administrative team member. Injuries must be reported within (3) business days. Staff should report all safety hazards and non- functioningorhazardousequipmentimmediately.
WORKERS’ COMPENSATION
HLA provides insurance for all work-related injuries or illness. The name of HLA’s workers’ compensation insurance carrier and other pertinent information is posted on the Staff Board in the Kitchen area.
WEATHER AND OUTAGES
HLA does not want staff taking unwarranted risks when traveling to work in the event of inclement weather or other emergencies. Staff should exercise their best judgment with regard to road conditions and other safety concerns. Staff will be notified on Slack if the office will be closed. If severe weather develops during work hours, staff may decide for their safety when it is best to leave.
During times of utility and/or internet outage, staff may be notified to work from home or to work on other tasks around the office or property until service is restored. PTO may be used for all or part of the day as needed for weather andoutages.
HLA's Administrative Offices are located
in the State of Tennessee. Tennessee is an at-will state; however, the culture of HLA continues to give all opportunity and notice to its staff.
All staff that come on board with HLA have a 90 day introductory period. This is a time to get to know one another and the company. At the end of 90 days, you will be eligible for benefits.
Full-time employees are those that work a minimum of 30 scheduled hours per week. Employees must work a minimum of 20 scheduled hours per week to be eligible for benefits.
Because HLA is a family-focused company, we do not have a policy against hiring relatives. We do consider more closely many factors when looking at adding a relative to the staff, particularly relational issues, compatibility and the qualifications of the applicant.
The seven day payroll workweek begins 12 a.m. Sunday and ends at 12 a.m. on Saturday. Hours must be submitted by noon on Monday of each week. The designated pay day for each week is on Wednesday. Werequiredirectdepositfor payrollchecks. Westrivetomaintain competitive pay rates for our staff.
TIMEKEEPING
All non-exempt staff are required to use the timekeeping system to record their hours worked per week. Accurate time reporting is a federal and state wage and hour requirement, but given the culture of HLA, it is exceptionally important to maintain accurate and honest records.
We value freedom and flexibility for all of our staff. To do this requires a respect and trust between our staff and leadership. Therefore, an abuse of this privilege or falsified reporting of hours will be grounds for immediate dismissal. Honestyandintegrityarethecore values of HLA's ability to provide the culture in which we are all able to enjoy.
OVERTIME and BANKED HOURS
Each employee is scheduled for a certain number of hours per week "CAP". Non-exempt employees are not permitted to work overtime without prior authorization from their Team Leader or Administration.
Overtime is paid at a rate of one and one-half times the regular rate of pay for all ours worked over 40 in a week. Overtime hours may be accumulated as "banked" hours during the year. Banked hours begin as early as April each year with approval and continue through September 30. Banked hours are those hours over an employee's normal "CAP" hours. These are only considered overtime hours if total hours worked are over 40.
Banked hours must be used by May 1 of each yearwithaminimumbalanceof40hours beingallowedascarryoverpastthisdate.