Periods Required Number of rest breaks 2 or fewer 0 Over 2, and up to 6 1 Over 6, and up to 10 2 Over 10, and up to 14 3 Over 14, and up to 18 4 Over 18, and up to 22 5 Over 22 6
Rest periods must be in the middle of each four-hour work period, unless it is impractical. It is not necessary that you leave Company property for a rest period. Rest periods will be 10 minutes unless otherwise provided by applicable law. Required rest periods are "time worked" for the purposes of calculating minimum wage and overtime obligations. Overtime If you are nonexempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your manager. At certain times CREA, LLC 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. Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of pay is paid for hours worked in excess of 40 hours in a workweek, 12 hours per workday, and 12 consecutive hours without regard to the starting and ending time of the workday (excluding duty free meal periods), whichever calculation results in the greater payment of wages. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime. Pay Period At CREA, LLC, the standard pay period is semi-monthly for all employees. Pay dates are the 15th and the last day of the month. If a pay date falls on a holiday, you will be paid on the preceding workday. If a pay date falls on a Saturday or Sunday, you will be paid on the preceding Friday. Special provisions may be required from time to time if holidays fall on pay dates. Check with Human Resources or your manager if this type of date arises. If you are paid by commission, refer to your commission agreement. Review your paycheck for accuracy. If you find an issue, report it to your manager immediately. Travel Time Pay Some nonexempt positions within CREA, LLC require travel. The Company pays nonexempt employees for time spent on travel for the benefit of the Company, excluding normal home-to-work travel. Further, at the start or end of the workday, travel to or from a work station, entirely within Company premises and/or with Company-provided transportation, will not be considered time worked unless: You are engaged in activities that render this time "time worked" as defined by the Colorado Overtime and Minimum Pay Standards Order. Examples of the activities that would render this time "time worked" include but are not limited to receiving or sharing work-related information or awaiting a work-related assignment;
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