Wage and Hour Policies Accommodations for Nursing Mothers CREA, LLC will provide nursing mothers reasonable break time to express milk for their infant child for up to three years following the child's birth. If you are nursing, the Company will provide you a private space, other than a restroom, to express milk. The room will be shielded from view and free from intrusion from coworkers and the public. Break time should, if possible, be taken concurrently with any other break time 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 must make reasonable efforts to not disrupt Company operations.
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 breast milk in the workplace in accordance with this policy. Meal and Rest Periods CREA, LLC strives to provide a safe and healthy work environment and complies with all federal and state regulations regarding meal and rest periods. Check with your manager regarding procedures and schedules for rest and meal breaks. The Company requests that employees accurately observe and record meal and rest periods. If you know in advance that you may not be able to take your scheduled break or meal period, let your manager know; in addition, notify your manager as soon as possible if you were unable to or prohibited from taking a meal or rest period. 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. Pay Period At CREA, LLC, the standard pay period is semi-monthly for all employees. Pay dates are the 15 th and the last day of the month. If a pay date falls on a holiday, you will be paid on the preceding workday. If a pay date falls on a Saturday or Sunday, you will be paid on the preceding Friday. Special provisions may be required from time to time if holidays fall on pay dates. Check with your manager if this type of date arises. If you are paid by commission, refer to your commission agreement. Review your paycheck for accuracy. If you find an issue, report it to your manager immediately. Travel Time Pay Some nonexempt positions within CREA, LLC require travel. The Company pays nonexempt employees for travel time in accordance with federal and state law. For purposes of this policy, the regular workday is 8:00 – 5:00 (Monday – Friday).
Home to Work Travel
If you travel from home before the regular workday and return to your home at the end of the workday, you are engaged in ordinary home to work travel, which is not work time.
Home to Work on a Special One Day Assignment in Another City
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