Every employee is expected to attend work regularly and report to work on time.
If you are unable to report to work on time for any reason, telephone your supervisor as far in advance as possible. If you do not call in an absence in advance, it will be considered unexcused.
Unsatisfactory attendance, including reporting late or leaving early, may be cause for disciplinary action, up to and including discharge.
You may become eligible for a periodic bonus. This bonus is optional at the discretion of management and depends upon our profitability and individual performance and contribution.
Employees are also entitled to a 60-minute unpaid break for meals during each work period.
Breaks must be scheduled at staggered times to allow department coverage.
Certain deductions will be made in accordance with Government regulations, such as National Insurance.
In addition, the Company makes available certain voluntary deductions as part of the Company’s benefits program. If an employee elects supplemental coverage under one of the Company's benefits plans, which requires employee contributions, the employee's share of the cost will be deducted from his or her check each pay period. If the employee is not receiving a payroll check due to illness, injury, or leave of absence, he or she will be required to pay the monthly cost directly to the Company.
Because of the Company's obligations to its customers, the Company must be aware of any concurrent employment you may have to determine whether it presents a potential conflict. Serving on any public or government board or commission qualifies as employment for purposes of this policy, regardless of whether such service is compensated.
Prior to initiating or continuing external employment, employees must provide details of their involvement with the additional employer and secure written approval from their management. Failure to obtain prior approval, as outlined, may result in disciplinary action, including termination. Employees on a leave of absence are not permitted to engage in external employment during their leave.
Outside employment declaration
Because of the nature of work, employees may be asked to work overtime on weekends or holidays or additional hours during the regular workday and are expected to comply with such requests.
Overtime compensation is paid to all non-exempt employees at one and one-half times their straight time rate for all hours worked more than 40 hours per week, except when overtime is worked on a public holiday or regular day off in which case the amount of compensation paid is twice their regular straight time rate.
If you are non-exempt, you must receive authorization from your supervisor before working overtime. After you have worked overtime, you must enter it on the standard form provided and present it to your supervisor for signature.
Overtime pay is based on actual hours worked. Time taken for lunch or dinner is not included as time worked for purposes of computing overtime. And time off on holidays, sick leave, vacation leave, personal leave, training seminars or any leave of absence will not be factored in as hours worked when calculating overtime.
Employees will be paid on the 15th and the last working day of the month. If the regular payday falls on a holiday, payday will be the last regular workday before the holiday.
A few additional facts about pay:
Any performance-based earnings will be paid in the pay period immediately following the period covered.
You can receive vacation pay in advance if you are taking five consecutive days and will be distributed on the last payday preceding vacation. To be paid in advance you must notify your supervisor one week before your vacation begins so that a check can be prepared.
Supervisors and employees are strongly encouraged to discuss job performance and goals informally any time. Additional formal performance reviews will be conducted to provide both supervisors and employees with the opportunity to discuss job tasks, identify and correct weaknesses, encourage, and recognize strengths, and discuss positive, purposeful approaches for meeting goals. These formal reviews will be conducted as required.
Where employees are required to produce time records, accurate time records must be kept by completing timesheets or punching a time clock when entering or leaving the building, including coming and going during lunch periods. Tampering with, falsifying or altering timecards or punching another employee's time card will result in disciplinary action, up to and including discharge. Failing to record work time may also result in disciplinary action.
For payroll purposes, time is rounded to the nearest 30 minutes of an hour.
The Company follows a work schedule of 40 hours per week. The normal workweek is Monday through Friday from 9:00am to 5:00pm unless otherwise specified in your job description. Your supervisor may establish alternative hours.