SECTION 4 ARE THERE GENERAL EMPLOYEE POLICIES WHICH APPLY TO YOU? 4.1 Is your SEKO Employment At-Will? All employees are employed at the will of SEKO for an indefinite period, unless the CEO or President of SEKO has signed an agreement on behalf of SEKO stating otherwise. Any employee may resign from SEKO at any time, for any reason; likewise, any employee may be terminated, for any reason or for no reason at all, with or without notice. No fixed term of employment is expressed or implied by SEKO. Any written or oral statement to the contrary by an advisor or other agent of SEKO is invalid and should not be relied on by any prospective or current employee. 4.2 What Hours of Work are expected of you? HOURS OF WORK Due to the nature of SEKO’s work, your regular hours of work may vary and/or change as assigned by your department manager, from time to time. Employees are entitled to receive one (1) hour of unpaid lunch beginning no later than five (5) hours after commencing work in each seven and one-half (7½) hour work period and two (2) fifteen (15) minute breaks, one (1) during the first four (4) hours of your shift and one (1) during the second four (4) hours of your shift, as scheduled by your department manager. To service our customers, it is anticipated that from time to time you may be required to work longer hours and/or change personal plans on short notice, although SEKO will use its best efforts to minimize these inconveniences.
RECORDING OF TIME All hourly and part-time employees are responsible for keeping an accurate record of all hours they work using Biometric Information (see section 4.3 of this Handbook). Time records should reflect the time they start and stop work, as well as the time they start and stop their meal period. The beginning and end of any split shift, leaving the office for any non-work related purpose (including a meal break) or departure from work for personal reasons must be reflected on time records. Hourly employees are prohibited from starting before their scheduled starting time or working beyond their scheduled stopping time, without the express approval of their manager. Any correction or adjustment that is made to time records must be approved and initialed by your manager. OVERTIME COMPENSATION Hourly employees will be paid at one and one- half (1.5) times their regular hourly rate of pay for time worked in excess of forty (40) hours in any week. Hours paid but not worked, such as vacation or sick/personal days, are not counted towards hours worked for overtime. Overtime is not at the employee’s discretion and should be approved in advance by your supervisor. Working unauthorized overtime may lead to disciplinary action up to and including termination. ABSENTEEISM AND TARDINESS You are expected to be at work on time each scheduled day. In those cases where you cannot attend work due to sickness or other event, you must attempt to first contact your manager at the earliest possible time via phone, preferably well in advance of your absence. If unable to reach your manager, then you must attempt to reach your manager’s manager or the Human Resources Department. Failure to maintain regular attendance and/or dishonesty regarding absence from work due to illness or any other reason may result in your termination. You are not permitted to make up time due to a late arrival without the prior written approval of your department manager.
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