5.1 Methods Of Compensation
Employees may be compensated by different methods;
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.
- 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)
- 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.
5.5 Partial Pay Period
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
- No checks can be released until the Office Supervisor has carefully verified the payroll register.
- Upon receipt of your paycheck, it is your responsibility to compare the hours worked versus the time card.
- In signing for your check, you acknowledge the accuracy of the hours.
- All employees must sign for all checks received.
- No checks will be released to a third party without written permission by the employee.
- 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.
- 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.
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:
- Be sure that your correct name is neatly printed on the time card. (Full name, no nicknames).
- 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.
- Clocking-in must be done only when you are ready to begin your shift.
- Clock-out when you have completed your shift.
- Always report directly to your immediate supervisor after you have clocked-in and just before you clock-out.
- Never touch another employee's time card for any reason; never clock another employee in or out.
- Falsification of a time card is considered theft and will be dealt with accordingly.
- 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.
- 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.
- Lunch breaks will automatically be deducted unless your immediate supervisor notes otherwise.
- 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.
- If you are asked to work overtime, please have your time card approved by a supervisor before leaving for the day.
- 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.
- 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.
- 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:
- If an employee has been employed for less than one full year, an amount equal to one week's salary.
- If an employee has been employed for one full year or more, an amount equal to two week's salary.
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