Harrell’s Employee Handbook, September 2023
Employees can find their Direct Deposit confirmation of their payroll check on the Company’s payroll provider website, ADP. Please get in touch with Human Resources for more information. RECORDING TIME Federal and State laws require us to keep accurate records of hours worked by hourly non-exempt employees. Every hourly non-exempt employee of the company is required to clock in and out. Employees are not allowed to clock in and out for any other employee. Hourly non-exempt employees must accurately fill out a timecard for all hours worked, no matter where those hours are worked, which will be retained by Harrell’s. Time records are the Company's property, and employees are prohibited from engaging in any unauthorized destruction or removal of any time records. The timecard represents the only means by which an employee’s hours worked are determined. Employees may not sign a timecard unless and until the employee agrees that it fully and accurately reflects the hours worked. All time worked, including overtime, must be approved by the employee’s supervisor. Falsifying time records will result in disciplinary action up to and including termination. Logging in or tampering with another employee’s time records is strictly forbidden. Unless the time records show that an employee is “clocked in,” they are relieved of all duties; the employee’s time is their own, and the employee may leave the premises. Employees are strictly prohibited from working unless they are recording time worked – whether scheduled or unscheduled. Any request to work “off the clock” by any manager or supervisor is strictly forbidden, and such requests should be reported to Human Resources immediately. If employees believe the timekeeping system is not accurately recording all their hours worked, they must immediately notify the supervisor or Human Resources. No employee will be retaliated against for truthfully reporting a request to work off the clock or any issues regarding recording hours worked. TRAVEL TIME PAY Hourly non-exempt employees who are required to travel while conducting their work are paid in the following way: 1. If an employee reports to the workplace and then is required to travel to another site for the day, travel time to the assigned work will be paid and treated as hours worked. 2. When an employee is required to travel to a distant workplace, they will be paid for all travel time, which is treated as hours worked. • For example, On Monday, an employee works eight hours at the corporate office and then goes to the airport, flies to Phoenix, and stays at a hotel on Monday night. On Tuesday, the employee works six hours in Phoenix and then travels home later that day. • In this example, the employee will be paid for the first eight-hour period on Monday because they worked a typical day. Under these circumstances, travel time begins when they leave the corporate office to go to the airport. It ends when the employee arrives at the hotel in Phoenix. • On Tuesday, the employee receives their regular six-hour pay while in Phoenix but is not paid for traveling to the Phoenix office once in Phoenix. (Remember, travel time to and from work is not compensable.) When the employee leaves the Phoenix work site for the airport, travel time begins. It ends when they arrive home (or, in the case of a multi-site visit, travel ends when they arrive at the next hotel).
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