Timekeeping Requirements for NonExempt Employees

All non-exempt and hourly employees must clock in and clock out at the beginning and end of their shifts and for meal breaks. Employees need not clock out for their 10 minute rest breaks. Time records are prepared for each pay period and are given to supervisors for approval at the end of the work week. It is important for employees to keep accurate time records and to turn them in when they are due. Corrections must be approved by an employee’s supervisor.

Overtime

As necessary, employees may be required to work overtime; however, only non-exempt employees qualify for overtime pay, when hours worked are in excess of 40 hours in a work week. Holidays and time off do not count towards overtime. To work overtime, a non-exempt employee must obtain permission from his, her or their supervisor. If a non-exempt employee works overtime without permission, the employee may be disciplined, up to and including discharge. Artemis provides compensation for all overtime hours worked by non-exempt employees in accordance with applicable law.

Travel for NonExempt Employees

Some non-exempt positions within Artemis require travel. If you are non- exempt and are required to travel in the course of conducting your work, you will be paid in the following way:

• If you report to the workplace and then are required to travel to another site to work for the day, travel time to the assigned work place will be counted as “hours worked” and thus, will be paid.
• When you are required to report to a site other than your regular work site, and you go directly to that site without first going to your regular workplace, any time in excess of your normal commute time to your regular site constitutes “hours worked” and thus will be paid.
• If you are required to travel to a distant workplace, the time spent traveling to and from the out of town location, including time spent as a passenger is considered “work time. ”
• If the employee drives to/from the airport for work- related travel it is compensable no matter when the travel occurs.
• If the employee takes public transit or car service then the time is only compensable if it occurs during regular working hours (e.g; 9am - 6pm in local time zone) even if those hours fall on days not ordinarily worked (e.g; Saturday or Sunday) • However, any time the employee spends engaged in personal activities (such as meal time, sleeping, sightseeing, watching television) will not count as work time.

Your travel hours are "hours worked" for the purposes of calculating overtime.

Nonexempt employees who are required to travel for work-related purposes will be paid for such travel time at their regular base rates of pay.

Payment of Wages

Employees of the Company are paid on the 15th and last day of the month. If a regular payday falls on a holiday, employees will be paid on the preceding workday. The Company does not permit advances against paychecks nor does it allow employees to use paid time off, if any, in lieu of notice upon termination of employment.