EMPLOYMENT & WORKPLACE POLICIES
3.21 COMPENSATION & PAY PRACTICES Employees are paid on a bi-weekly basis. Non-exempt employees are eligible for overtime pay in accordance with the Fair Labor Standards Act (FLSA). Exempt employees (salaried) are not eligible for overtime pay. Deductions from pay will only be made as required by law (such as taxes, Social Security, and court-ordered garnishments) or as authorized by the employee (such as benefit contributions).
3.22 PAYCHECKS Employees of Tampa Brass & Aluminum Corp. (TBA) are paid on a bi-weekly basis for all time worked in the prior pay period. Overtime: Non-exempt employees will be paid overtime in accordance with the Fair Labor Standards Act (FLSA) and applicable state law. Deductions: Required deductions include federal income tax, Social Security/Medicare, and any other deductions required by law. Pay Stubs: Each employee will receive a statement of earnings and deductions with each paycheck. Final Pay: Employees who resign or are terminated will receive their final paycheck on the next regular payday following their last day of work, consistent with applicable law. *We do NOT use Homebase for payroll, so you cannot us the advance pay features in the tool. 3.23 PAY DEDUCTIONS & SAFE HARBOR TBA adheres to all applicable federal and state laws regarding deductions from employee paychecks. Deductions may include, but are not limited to: Required taxes (federal, state, and local income tax, Social Security, Medicare). Court-ordered deductions such as wage garnishments.
Employee-authorized deductions TBA follows the Safe Harbor provisions of the Fair Labor Standards Act (FLSA) for exempt (salaried) employees. This means that if an improper deduction is made from an exempt employee’s salary, TBA will reimburse the employee promptly once the error is identified, and will take steps to ensure the deduction is not repeated. Employees who believe an improper deduction has been made from their pay should immediately notify Human Resources. Concerns will be reviewed and corrected as appropriate. Retaliation for reporting payroll concerns is strictly prohibited. 3.24 SEPARATION Employees who choose to resign are encouraged to provide at least two (2) weeks’ advance written notice to their supervisor. Upon separation from employment for any reason, employees must return all Company property, including but not limited to keys, security cards, tools, equipment, laptops, uniforms, and any confidential information. To the extent permitted by law, employees may be required to repay the Company (through payroll deduction, if lawful) for lost or damaged Company property. Final pay, including any accrued wages owed, will be provided in accordance with applicable law. Information regarding continuation of benefits (such as COBRA) will be provided, if eligible.
TAMPA BRASS AND ALUMINUM CORP | PAGE 17
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