Section 02: Working Hours and Pay

WORKING HOURS

The company's workweek begins Sunday through Saturday. Regular hours of operation are as follows:

Office : 8:30am to 5:00pm daily, Monday through Friday with a ½ to 1-hour lunch break

Each employee is expected to complete a normal workday and work week and work whatever reasonable additional hours are required to meet company needs.

Supervisor will inform employees of scheduled break and/or lunch periods. Employees are expected back at their workstation ready to start work at the end of each scheduled break and/or lunch period. If overtime is required, employees will be expected to work any additional time necessary.

WASH UP, CLEAN UP

Because this company is engaged in customer service operation, it is imperative that good housekeeping is practiced in all work areas. The company allows employees 10 minutes of paid time to clean their own work area. Within this 10 minute period and after completing the work area clean up, employees may also complete their daily time cards and wash up; however, this does not mean that employees should line up at the time clock or punch out early.

OVERTIME

Employees may be expected to work overtime in case of emergency or whenever necessary in the best interests of the company. If determined necessary, overtime work will be authorized by management beyond an employee's standard workweek. Non-exempt hourly-paid employees will be paid one and one-half (1½) their regular rate of pay for approved overtime hours worked in excess of forty (40) hours per week . Pay for holiday and/or vacation time not actually worked is not considered when computing overtime.

COMPENSATION TIME
Employees have an opportunity to participate in the Compensation Time Program. This program entails the saving or “Banking” of any work hours performed in excess of their 40 hour work week. If the employee experiences a work week whereby they accrue less than 40 hours, they will use their Comp Time to fill their work week and ensure a 40-hour paycheck.

Employees must decide at the beginning of each year whether they choose to participate in the Comp Time Program or the Overtime Option. Unfortunately, the employee will not be allowed to benefit from both options and must choose one of them. Also, Comp Time may not be used for Vacation Days.

PAY PERIOD AND PAYMENT

Personnel are normally paid on Thursday for work performed Sunday through Saturday of the previous week.

TIME RECORDS

Government regulations require that the company keep an accurate record of hours worked by employees. Employees are required to punch in when they report to work and punch out when they leave. Employees must punch in no earlier than 10 minutes prior to their starting time and pay does not start until your scheduled start time unless pre-approved by your supervisor. Punch out no later than 10 minutes after their scheduled workday has ended unless approved by his/her supervisor.

It is a violation of company policy for one employee to punch another employee's time card, or to alter his/her own time card or that of another employee.

If an employee has a question concerning his/her time card, he/she should discuss the matter with his/her supervisor.

ATTENDANCE

Regular and on-time attendance is expected for efficient operations at AAA IMPORTS. Excessive absenteeism and tardiness is not only inconvenient but also causes costly problems. While it is recognized that an occasional illness or extenuating personal reason may cause unavoidable absence from work or tardiness, regular on-time attendance is required for continued employment.

Employees are expected to personally make the effort to notify the company of any absence or tardiness . Employees should contact his/her supervisor directly to report any absence or lateness prior to their starting time so that arrangements may be made to alter the distribution of work if necessary.

Any employee who fails to maintain an acceptable attendance record will be subject to disciplinary action. Unexcused absence or tardiness will affect future promotions and/or raises.

If any employee is absent from work for 3 consecutive days without informing his/her supervisor, it will be assumed that the employee resigned and employment will be terminated as of the last day worked by the employee.

TIME OFF AND THE COMPANY CALENDER

An Official Company Calender is located on the AAA Imports Network. It lists all accepted time’s off and vacation days.

All Time Off and Vacation Days must be presented to the Operations Manager for approval. The Company Calender will then be consulted to avoid conflicts with overlapping days-off. Requests will be granted based on the company policy of providing Excellent Service to Our Customers and having the personnel at hand to fulfill this goal. Requests will then be entered by Operations on to the Company Calender.

UNEXCUSED ABSENCE

Following are descriptions of disciplinary actions that will result from unexcused absence:

1st Offense Verbal reprimand with written notice to employee's personnel file

2nd Offense Written notice (copy to employee's personnel file)

3 rd Offense Subject to termination after management review

TARDINESS

Tardiness applies to returning from lunch and/or break periods as well as the beginning of the workday. Following are descriptions of disciplinary actions that will result from tardiness that occurs within a period of 90 days:

•  1st Offense: Verbal reprimand with written notice to employee's personnel file

•  2nd Offense: Verbal reprimand with written notice to employee's personnel file

•  3rd Offense: Suspension up to 1 working day without pay

•  4th Offense: Termination of the employment

SEVERE WEATHER CONDITIONS

If there is any question regarding hours of work during severe weather conditions, employees are responsible for contacting his/her supervisor or the Office regarding opening and closing hours . The employees will not be paid for not working due to severe weather conditions.

PERFORMANCE EVALUATIONS

Performance of employees will be evaluated semi-annually or as needed by management. The evaluation consists of a personal interview during which an employee's strengths and weaknesses are discussed and evaluated and recommendations for improvements are made. These interviews also identify the short and long-range goals of employees and determine how they interrelate with the company's purpose and objectives.

Any recommendation for promotion, a change of duties, or an increase in pay must be approved by the Personnel Department before any change takes effect. A performance evaluation does not necessarily mean a change in pay or duties.

ADVANCEMENT

AAA IMPORTS believes in promoting from within the company. We want employees to have the opportunity for promotion to higher paying positions within the company. A promotion will be based on such factors as quality and quantity of work, prior job performance, experience, educational background, attendance record, safety record, and the ability to work well with others.

We reserve the right to look outside the organization if we feel that an employee with the best qualifications cannot be found within the organization.

PAYROLL DEDUCTIONS FROM GROSS PAY

The company will make arrangements for payroll deductions for the following:

•  Federal income taxes

•  State income taxes

•  Social Security taxes

•  past due taxes

•  garnishments (including child support) or other court ordered wage deductions

•  loss, damage, or destruction of company property

Any deductions ( other than statutory deductions ) must be authorized by the employee. No other deductions will be made unless specifically authorized in writing by the employee. All deductions will be itemized on the employee's paycheck stub. Questions regarding payroll deductions should be directed to the Accounting Department.

ERROR IN PAY

The company takes precautions to ensure that employees are paid correctly; however, if an error does occur, the employee should notify the Accounting Department. The company will make every attempt to adjust the error no later than the employee's next regular pay period.

GARNISHMENT OF EMPLOYEE WAGES

Garnishments are court orders requiring an employer to withhold specified amounts from an employee's wages for payment of a debt owed by the employee to a third party. State law requires the company to honor garnishments of employee wages ( including child support ) as a court or other legal judgment may instruct. The law also provides for an administrative fee to be charged when a garnishment occurs.

AUTHORIZED CHECK PICKUP

If an employee is absent on payday and instructs someone to pick up his/her paycheck, a note signed by the employee authorizing the person must be provided before the check can be released. The person picking up the paycheck must show proper identification and sign for the check. This policy protects both the employee and the company.

PAY ON SEPARATION FROM EMPLOYMENT

Employees separated from employment will be paid for time worked ( less deductions ) on the next regular pay day according to the applicable federal and state laws.

ADVANCES AND LOANS

AAA IMPORTS will not advance money to employees against wages nor will the company loan money to employees.