Overview

Hourly Employees are paid weekly, with paychecks distributed every Friday unless more frequent is required by law. Each paycheck is for work performed through the end of the prior workweek, each of which begin at 12:00 a.m. on a Sunday and end at 11:59 p.m. on the following Saturday.

Salaried Employees are paid bi-weekly with paychecks distributed every other Friday, unless more frequent pay is required by law. Each paycheck is for work performed through the end of the prior two workweeks, each of which begin at 12:00 a.m. on a Sunday and end at 11:59 p.m. on the following Saturday.

If an employee does not have direct deposit, live paychecks are mailed to the individual’s work location. If an employee does not have direct deposit and is absent on payday, their paycheck will be held by the onsite manager, absent an advance request from the employee to have their paycheck mailed to them. Paychecks will not, under any circumstances, be given to any person other than the employee without written authorization.

Alternatively, the Company offers an employee direct deposit of paychecks into a personal checking(s) or savings account(s). In the event that an employee uses this service, they may log into the payroll system to view a record of the paycheck.

If the normal payday falls on a Company-recognized holiday, paychecks will be distributed one workday before the regularly scheduled payday.

In the event of a lost paycheck, the Payroll department must be notified in writing as soon as possible and before a replacement check can be issued. In the event the lost paycheck is recovered, and the Company identifies the endorsement as that of the employee, the employee must remit the amount of the replacement check to the Company within 24 hours of the time it is demanded, subject to applicable law.

If an employee wants to change the number of exemptions previously claimed, a new Form W-4 must be submitted through the payroll system.

Pennsylvania: Philadelphia Wage Theft Ordinance Notice

Employees who perform work in Philadelphia or entered into an employment contract in Philadelphia and believe they have not been paid for all of the wages they have earned, may file a complaint for unpaid wages pursuant to the Philadelphia Wage Theft Ordinance, Philadelphia Code, Chapter 9-4300 (effective July 1, 2016). Retaliation against an employee who files such a complaint is prohibited. Each employee has a right to file a complaint or bring a civil action if the employer fails to pay all wages earned by the employee.

Overview

The Company’s workweek is 40 hours. However, there are times when customer demand dictates heavy production schedules. When non-exempt employees work more than 40 hours in a workweek, the Company recognizes the employee’s extra effort with premium pay at a rate of 1.5 times regular rate of pay for all hours worked in excess of 40 hours in a week and as otherwise required by law.
Time not worked due to holiday pay or PTO will not be used in the calculation for overtime pay. No employee should ever work any overtime unless specifically requested or authorized to do so by their supervisor.

Working overtime as scheduled is a job requirement. Subject to applicable law, an employee who is scheduled for overtime 24 hours in advance and does not come to work will be counted absent and subject to disciplinary action.

Nevada: Overtime

In addition to the overtime premium pay described in the National Handbook, nonexempt employees who earn less than one and one-half times the current Nevada minimum wage will be paid time and one-half of their regular rate of pay for hours worked in excess of eight hours per workday. The workday in Nevada is defined as a period of 24 consecutive hours that begins when the employee begins work. This daily overtime provision does not apply when, by mutual agreement with the Company, the employee works a scheduled 10 hours per day for four calendar days during the work week.

An employee selected for jury duty or called as a witness for a trial or deposition is eligible to receive full compensation for up to 3 days. Except where applicable law requires otherwise, additional time off for jury duty beyond the first 3 working days will be unpaid (unless the employee chooses to apply available accrued Paid Time Off). Any absence for jury duty, paid or unpaid, will be considered excused, and during any unpaid period of such leave, the employee will be treated in the same manner as any other employee on unpaid leave.

Employees are required to promptly advise their supervisor or manager of a summons for jury service. The supervisor should be provided with documentation that shows the dates of service and other pertinent information in order to determine appropriate scheduling adjustments. Jury leave should be requested through the payroll system, and a summons or certification will be required documentation for upload. An employee released from jury service without serving on a jury should return to work for their next scheduled workday.

The Company does not provide active employees payroll advances or extend credit or any other payout for unused accrued PTO, sick or other time off benefits.