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5.1
METHODS OF COMPENSATION - Industrial Painting And Commercial Painting
Employees may be compensated by different methods;
- 1.
Salary
2. Hourly
Only one
of these methods may be used for a given employee, the two may not be
mixed. Any method of compensation other than these two as explained below
must be described in writing and may be used only after formal approval
by the company.
5.2
SALARY COMPENSATION
The weekly salary method of compensation utilizes an agreed-upon weekly
salary to compensate an employee for carrying out the duties and accomplishing
the results required by a specified position while making available the
range of professional expertise held by the employee. Employees paid by
this method are referred to as salaried employees.
SALARIED
ONLY EMPLOYEES: An employee
who works on a fixed weekly income whose scheduled work is minimum 40
hours per week based on 52 weeks. Salaried only employees do not receive
any type of bonus on performance. (Entitled to all
company benefits offered)
5.3
HOURLY COMPENSATION
The hourly rate method of compensation utilizes an agreed-upon dollar
amount to be paid to an employee for each hour at work, including any
break periods which may be specified as paid time. This method of pay
should be utilized for employees whose expected period of employment is
temporary, short in duration, or variable in terms of the hours worked
during a pay period. Employees paid by this method are referred to as
hourly employees. HOURLY EMPLOYEES: An employee that gets paid an hourly
rate and can be full or part-time.
- 1. Full-Time:
An employee whose regularly scheduled work is forty 40 hours per week
or more based on 52 weeks. (Entitled to company
vacation benefits ONLY)
- 2. Part-Time:
An employee whose regularly scheduled workweek is less than thirty 40
hours per week based on 52 weeks. (Not entitled
to any company benefits)
Hourly employees
who work more than 40 hours in a given workweek will receive overtime
pay. Overtime pay is calculated by multiplying one and one-half times
the employee's regular hourly rate by the number of hours worked in excess
of 40. All overtime must be approved in advance and time cards initialed
by the immediate supervisor. Overtime will be paid after forty 40 hours
worked in any given pay week at the rate of one and one-half 1.5 times
the regular rate. There will be no pyramiding of overtime. Overtime is
paid in accordance with State and Federal laws.
Hourly employees
are not paid for vacation days, holidays, sick days, or other days not
actually worked. Also, hourly employees are not eligible for benefits
except as specified in other sections of this manual. Exceptions may be
made in certain circumstances, particularly in the case of permanent hourly
employees who are full-time throughout the year. The company President
must approve such exceptions.
5.4
HOLDING BACK ONE WEEKS PAY
It is company policy to hold back one weeks pay. This assures the company
that employees are picking up their final check they have returned any/all
company property in their possession.
5.5
PARTIAL PAY PERIOD
For purposes of determining salary for a portion of a week, each week
will be considered 5 working days. The pay period salary will be divided
by 5 and the result multiplied by the actual number of days worked weekly.
5.6
PAY PERIODS AND PAY DAYS
Industrial Painter .com is on a weekly pay period. In other words; the pay
period is every week. Pay day fall on every Friday. When payday happens
to fall on a holiday, then pay days shall be the day prior or Thursday.
5.7
WAGES
An employee's wages are confidential and are not to be discussed with
other employees.
5.8
EFFECTIVE DATE FOR WAGE CHANGES
Wage changes for all employees will be reflected on the first day of the
following pay period week.
5.9
PAY CHECKS
- 1. No checks can be released
until the Office Supervisor has carefully verified the payroll register.
- 2. Upon
receipt of your paycheck, it is your responsibility to compare the hours
worked versus the time card.
- 3. In signing
for your check, you acknowledge the accuracy of the hours.
- 4. All employees
must sign for all checks received.
- 5. No checks
will be released to a third party without written permission by the employee.
- 6. Should
an employee not carry out an anticipated schedule and a overpayment result,
then the overpayment will be settled by deduction from future earnings
or by other means.
- 7. If you
have a question concerning your paycheck, please see your supervisor immediately.
If your supervisor is not available, leave a message with the Office Supervisor.
Do not delay in getting this matter resolved!
5.10
FINAL PAY CHECK
An employee's final paycheck will be mailed to their last mailing address.
When an employee is terminated he / she may not pickup their final pay
check at the office, it will be mailed.
5.11
CASHING PAY CHECKS
Industrial Painter .com's policy is not to cash either employee payroll or
personal checks. Employees must cash their paychecks on their own personal
time.
5.12
PAY CHECKS LOST
Employees are responsible for their paychecks after they have been issued.
Checks lost or otherwise missing should be reported immediately to your
supervisor so that a stop payment order may be initiated.
5.13
PAY CHECKS UNCLAIMED
Paychecks not claimed by employees must be returned to the Office.
5.14
PAYROLL DEDUCTIONS
Law requires that your employer deduct both Federal and State Income Taxes
from your paycheck. The amount of Federal and State tax is determined
by the number(s) of dependents that you claim. Any other authorized Company
deductions will be made only with your knowledge and approval.
5.15
GARNISHMENTS
By law, the company is required to honor legal garnishments of employee's
wages or salaries. The Personnel Department will give an employee notification
of a garnishment received by the company or will send a copy of the garnishment
to the employee's home if he/she is not working at the time.
5.16
TIME CARDS
All hourly employees are required to use a time card to record hours worked.
Your paycheck is calculated from the hours shown on your time card. It
is extremely important that you observe the following guidelines:
- 1. Be sure
that your correct name is neatly printed on the time card. (Full name,
no nicknames).
- 2. Be sure
that time is recorded on the proper side of the time card. Do not clock-in
before, or stay after, your scheduled time without specific expressed
management approval.
- 3. Clocking-in
must be done only when you are ready to begin your shift.
- 4. Clock-out
when you have completed your shift.
- 5. Always
report directly to your immediate supervisor after you have clocked-in
and just before you clock-out.
- 6. Never
touch another employee's time card for any reason; never clock another
employee in or out.
- 7. Falsification
of a time card is considered theft and will be dealt with accordingly.
- 8. If you
forget to clock-in or out have a Supervisor make the correction on the
time card. The Supervisor is the only one authorized to write on time
cards.
- 9. If an
employee is tardy, the time will be rounded to the nearest half hour.
(Ex: If your shift begins at 8:00 and you show up at 8:15 or 8:20, then
you will be clocked in at 8:30.
- 10. Lunch
breaks will automatically be deducted unless your immediate supervisor
notes otherwise.
- 11. At the
end of each pay period, don't forget to sign your time card and carefully
verify the number of hours you actually worked.
- 12. If you
are asked to work overtime, please have your time card approved by a supervisor
before leaving for the day.
- 13. It is
your responsibility to resolve any discrepancies between your paycheck
and your time card with your supervisor. Do not delay; get the matter
resolved with 1 day. Your time card is an important business document;
please follow these simple guidelines very closely.
- 14. Failure
to turn in your time cards to your supervisor will result in no pay. You'll
have to wait until the next pay period in two weeks. This is your responsibility
as an employee.
- 15. Time
cards must be approved by your supervisor and turned in no later than
Sunday. Every Sunday a time card should be turned in. If the employee
fails to turn in his/her time card they will not receive pay for that
week.
5.17
EVALUATION OF PERFORMANCE
Employee performance will be measured against objective standards. At
the beginning of a review period, the employee and supervisor should establish
the criteria on which the employee will be evaluated at the end of the
period. On-going critique of performance will be conducted in such a manner
as to promote the employee's development for the corporate good.
Formal evaluations
should be conducted no less frequently than at yearly intervals. It is
recommended that copies of these evaluations, signed by both parties,
be placed in the employee's personnel file.
Your performance
and progress will be reviewed and evaluated by your Supervisor from time
to time during your employment. The Supervisor may also review and discuss
your performance from time to time.
Performance
appraisals are used as training tools and as guides to job functions and
skill areas in need of improvement. While some of the feedback may be
negative, we fully intend this to be a constructive and positive process
for both parties.
These reviews
may or may not be used as a frame of reference to determine merit increases
for employees who demonstrate superior performance. Please note that only
your supervisor has the authority to approve pay-rate adjustments. No
pay-rate adjustments and chances can take place unless processed in writing
and approved. There is no direct relationship or established formula between
performance evaluations and wage adjustments. Each individual is generally
considered separately.
5.18
NOTICE OF RESIGNATION
All employees currently working that initiate employment termination must
submit a written notice and hand it in to the Office personally seven
days prior to the date of termination. In the event that an employee fails
to meet this requirement, the employee's final paycheck hourly wages or
salary will be reduced to minimum wage. EXAMPLE: You normally make $5.00
per hour. You worked a 40 hours and grossed $200.00 for the week. You
quit Industrial Painter .com with less than a 7 day written notice. Your hourly
rate is reduced to $4.25 per hour the gross is now $170.00 instead of
$200.00 if you would have given proper notice.
5.19
DEATH OF A FULL-TIME EMPLOYEE
In the event of the death of a current full-time employee, the following
policy shall govern the final payment of salary or wages. These benefits
are in addition to and above all regular benefits that an employee would
be entitled to under provisions stated by the companies policies.
Beneficiaries
of salaried employees will receive all regular pay due to date of death
plus all accumulated vacation pay and:
- 1. If an
employee has been employed for less than one full year, an amount equal
to one week's salary.
- 2. If an
employee has been employed for one full year or more, an amount equal
to two week's salary.
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