Page 19 - Bunkhouse 2017 Employee Handbook

Temporary Employee: An individual assigned to work for Bunkhouse by an employment agency or hired by Bunkhouse
to perform duties while a regular employee is on an approved leave or during a period of time set forth by business
demands. This includes Interns and Seasonal employees. Temporary employees are not eligible for employee
benefits.

Exempt Employee: Generally, an exempt employee is a person who holds an executive, professional or outside sales
position and who is excluded from the overtime provisions of the Fair Labor Standards Act. Exempt employees are,
therefore, not eligible for overtime pay.
Nonexempt Employee: Non-exempt employees are generally paid an hourly wage and are governed by the overtime
provisions of the Fair Labor Standards Act. Hourly employees must track all time worked and are entitled to receive
overtime compensation at one and one half (1.5) times their regular hourly rate when their actual hours worked total
more than forty (40) hours in a defined work week.

WORK DAYS AND WORK WEEKS
The standard workday is an 8-hour shift within a 24-hour period. The standard work week begins at 12:00 A.M. on
Sunday, and ends at 11:59 P.M. on Saturday. However, employees’ actual hours each week vary widely and will be
assigned to you based on job assignment, guest contract, and business needs.

TIME KEEPING
Employees will be paid for ALL hours worked. However, to avoid disciplinary action, hourly employees must clock in
and out using our timekeeping policy as follows:
1. All hourly employees are required to report ALL hours worked.
2. All employees must be in uniform prior to starting their shift.
3. All hourly employees are required to clock in at the beginning of their shift and clock out at the end of their shift.
4. Employees are not permitted to clock in/out for one another.
5. In the event of a missed clock in/out, a manual adjustment will be made to ensure the employee is paid
appropriately. Please record your missed punch according to your property’s standards.
6. Meal breaks and rest breaks are determined by each individual property. Please see your General Manager
for your property’s break policy. Employees should only clock out for breaks if they are relieved of all duties
for at least 30 minutes. If the break is less than 30 minutes, or if the employee is not relieved of all duties
for the entire period, the employee should not clock out.
7. All overtime requires prior management approval.
8. Excessive* misuse** of timekeeping will result in disciplinary action.

* “Excessive” is defined as three or more incidents of misuse during a pay period.

** “Misuse” is defined as not using our timekeeping policy as directed by the Employee Handbook or by the
employee’s manager.
PAY

Overtime Work/Overtime Pay
On occasion, you may be required to work longer than your scheduled shifts. The law requires that all positions be
classified as either “exempt” or “non- exempt” from the payment of overtime. By definition, overtime pay applies
only to non-exempt employees. Your manager must approve all overtime in advance, in writing. In the event that you
are unable to obtain advance approval, you will be paid overtime, but may be subject to disciplinary action. Overtime

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