You are responsible for accurately tracking, calculating, and reporting your travel time. Travel time should be calculated by rounding up to the nearest quarter hour. 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 any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime. Accommodations for Nursing Mothers CREA, LLC will provide nursing mothers reasonable break time to express milk for their infant child. If you are nursing, you will be provided a private room or other location, other than a restroom, in close proximity to your work area to express milk. The room will be shielded from view and free from intrusion from coworkers and the public. The break time must, if possible, run concurrently with any break time already provided to you. If you are nonexempt, record the start and end time for any time taken that does not run concurrently with normally scheduled rest periods. Break time may be unpaid as permissible under applicable law.
You are encouraged to discuss the length and frequency of these breaks with your manager.
The Company will not discriminate or retaliate against employees who express milk in the workplace in accordance with this policy. Trade Secrets and Inventions Confidentiality and Nondisclosure of Trade Secrets As a condition of employment and consistent with your duty of loyalty to the Company, CREA, LLC employees are required to protect the confidentiality of Company trade secrets, proprietary information, and confidential commercially-sensitive information (i.e. financial or sales records/reports, marketing or business strategies/plans, product development, customer lists, patents, trademarks, etc.) related to the Company. Access to this information should be limited to a "need to know" basis and should not be used for personal benefit, disclosed, or released without prior authorization from management. If you have information that leads you to suspect that employees are sharing such information in violation of this policy and/or competitors are obtaining such information, you are required to inform your manager or Human Resources or appropriate department. Violation of this policy may result in disciplinary action up to and including termination, and may subject the violator to civil liability. General Policies Access to Personnel and Medical Records Files CREA, LLC maintains separate medical records files and personnel files for all employees. Files containing medical records are stored separate and apart from any business-related records in a safe, locked, inaccessible location. The medical file is the repository for sensitive and confidential information related to an individual's health, health benefits, health-related leave and/or accommodations, and benefits selections and coverage. Medical records are kept confidential in compliance with applicable laws and access is on a "need-to-know" basis only. Supervisors and others in management may have access to your personnel file for possible employment-related decisions. If you wish to review your personnel or medical records file, you must
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