Travel Time Pay Some nonexempt positions within CREA, LLC require travel. If you are nonexempt and are required to travel in the course of conducting your work, you will be paid in the following way: If you report to the workplace and then are required to travel to another site to work for the day, travel time to the assigned work place will be paid. When you are required to report to a site other than your regular work site, and you go directly to that site without first going to the regular work place, the Company will pay travel time for any time in excess of your normal commute time to the regular site. If you are required to travel to a distant work place, you will be paid travel time in addition to time worked. Your travel hours are "hours worked" for the purposes of calculating overtime. 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 disciplinary action, up to and including termination. If you are nonexempt and work more than eight hours in any workday or more than six days in any workweek, you will be paid overtime at a rate of: One and one-half times your regular rate of pay for all hours worked in excess of eight hours up to and including 12 hours in any workday, and for the first eight hours worked on the seventh consecutive day of work in a workweek. Two times your regular rate for all hours worked in excess of 12 hours in a workday or in excess of eight hours on the seventh consecutive day of work in a workweek. If you are nonexempt and work more than 40 hours in a workweek you may be entitled to overtime after any daily overtime hours are subtracted. The same hours are never counted against different overtime limits.
Holidays, PTO, and VTO hours do not count as time worked for computing overtime.
Accommodations for Nursing Mothers CREA, LLC is required by law to provide requesting employees who are nursing mothers with certain accommodations to express milk. Accordingly, the Company will provide nursing mothers with: Reasonable break time to express milk for their infant child each time the mother has the need to express milk; and A private room or other location, other than a restroom, in close proximity to their work area that is shielded from view and free from intrusion, to express breast milk.
Requesting Accommodation
If you have the need for accommodation, contact your manager. If the Company cannot provide break time or a location that complies with the above, the Company will provide you with a written response.
Break Times
Regarding break times, employees may use regular paid rest breaks or may take other reasonable break time when needed. If possible, the break time should run concurrently with scheduled meal and rest breaks already provided to you. If the break time cannot run concurrently with meal and rest breaks already provided or additional time is needed, break times will be unpaid except where federal or state law dictates otherwise.
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