Page 25 - SPM Employee Handbook
P. 25

Employee Handbook
Schultes Precision Manufacturing, Inc.
Overtime Authorization for Nonexempt Employees
If you are a nonexempt employee, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your supervisor (see Overtime for Nonexempt Employees Policy-SPM). Please request an overtime authorization form prior to working overtime (see Overtime Request form-SPM).
At certain times the Company may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.
Overtime pay of one and one-half an employee's regular rate of pay or average pay rate (if you perform work at different pay rates during the relevant week) is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime.
Employee Discussion of Personal Wages
Under the National Labor Relations Board (NRLB) ruling SPM strongly discourages all employees, exempt and non-exempt status, from discussing and presenting personal wages of their own wage or the wages of others. Pay raises, rates of pay and perceived inequities are matters that SPM believes are of a personal matter left between the employee, and his/her supervisor, Human Resources and President of the Company. Although SPM cannot lawfully prohibit employees from discussing matters of pay, the Company uses the way it compensates its employees as a means of conducting other business practices and therefore wage discussions must be kept to “need-to-know” only.
Company Deterrents
Of course, discussing salaries can be problematic. Conversations can evoke feelings of jealousy and inequity among co-workers who most likely are unaware of the reasons for salary differences, including education, experience, training or variety of skills. Suspicion, distrust and other negative emotions often result from salary discussions and seriously affect company morale.
SPM believes that the best way to head off those problems is to foster a positive working environment for all of our employees by:
• Paying people fairly in the first place. SPM audits our records and make sure our salaries are competitive in the marketplace.
• Encourage a workplace where employees are comfortable approaching management or Human Resources with questions.
• Help employees understand their salary ranges and job potential, and teach them how additional skills, training or
certifications could possibly affect their
growth within our company.
• Provide resources and training for
management so they are aware of labor rulings and know how to respond to employees’ questions and requests.
• Conduct internal surveys that monitor your company’s general climate, employee engagement and compensation perceptions.

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