Private Automobile Used in Travel Away from Home Community
If you are offered public transportation but request permission to drive your own car instead, we may count as hours worked either the time spent driving the car or the time you would have had to count as hours worked during working hours if you had used the public conveyance. Work performed while traveling includes any work that you are required to perform while traveling and must be counted as hours worked. For example, an employee who drives a truck, bus, automobile, boat or airplane, or an employee who is required to ride therein as an assistant or helper, is working while riding, except during bona fide meal periods or when the employee is permitted to sleep in adequate facilities furnished by the employer.
Calculating and Reporting Travel Time
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, PTO, and VTO hours do not count as time worked for computing overtime. Accommodations for Nursing Mothers CREA, LLC will provide nursing mothers reasonable rest periods to express milk for their infant child, each time the need arises, for up to 18 months following the child's birth. The Company will provide a private location, other than a restroom, in close proximity to your work area, to express milk. The location will be shielded from view and free from intrusion from coworkers and the public. The rest periods should, if feasible, run concurrently with any other meal and rest periods already provided. 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 where permissible by applicable law.
You are encouraged to discuss the length and frequency of these breaks with your manager.
The Company will not retaliate or discriminate against employees who express breast milk in the workplace in accordance with this policy. Wage Disclosure Protection In accordance with Oregon law, CREA, LLC will not discriminate or retaliate against you for: Inquiring about, discussing, or disclosing your wages or the wages of other employees; or Making a charge, filing a complaint, or instituting or causing to be instituted an investigation, proceeding, hearing, or action based on your disclosure of wage information. If you have access to or knowledge of the compensation information of other employees as a part of your essential job functions, you may not disclose that information to individuals who do not otherwise have authorized access to it, unless the disclosure is:
In response to a formal charge or complaint; or
Made with FlippingBook Digital Publishing Software