Employee Handbook 2024

Exempt Employee Salary Deductions: Subject to limited exceptions, if you are an exempt employee, you will receive your full salary for any workweek in which you perform any work, regardless of the number of days or hours worked. Exempt employees do not need to be paid for any workweek in which they perform no work. Circumstances in Which Merritt May Make Deductions from Pay of Exempt Employees: Deductions from an exempt employee’s pay are permissible when you are absent from work for one or more full days for personal reasons other than sickness or disability; consistent 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. 17. TIME RECORDS 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 Leader. 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 law and Company policy and may be considered as grounds for disciplinary action, up to and including termination 18. 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 in accordance with applicable law. 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

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