Employee Handbook 2022

with Merritt’s policy, for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy, or practice of providing compensation for salary lost due to illness; to offset amounts employees receive as jury or witness fees, or for military pay; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rules of major significance; or for weeks in which you take unpaid leave under the Family and Medical Leave Act. In these circumstances, either partial or full day deductions may be made. What to Do if an Improper Deduction Occurs: If you believe that an improper deduction has been made to your salary, you should immediately report this information to Human Resources. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed for any improper deduction made. Federal law and Merritt policy require that our time records accurately reflect the hours worked by our employees. Your Team Leader will discuss your time record procedures at the start of your employment. As a general rule, all non-exempt employees are required to promptly and accurately report all time worked in accordance with the rules set by your Team Lead. Each employee must verify their own time in writing, and may not fill out a timesheet for another employee. Falsification of timesheets or misrepresentation of the amount of actual time worked is a violation of Company policy and may be considered as grounds for disciplinary action, up to and including termination 18. TIME RECORDS

19. WORK HOURS/OVERTIME

Employees may be asked to work hours in addition to scheduled hours to meet workload, staffing or client service needs.

Merritt pays overtime for hourly non-exempt employees. Hours worked in excess of 40 per week will be paid at one and one- half (1½) times the employee’s normal hourly rate. Overtime work must always be approved by the employee's Team Lead before it is worked. Any unauthorized overtime may subject an employee to discipline, up to and including termination.

Exempt employees are not eligible for overtime pay.

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