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Attendance

Dow Aero Logistics maintains normal working hours of 8am-5pm on Monday through Friday, with the exception of national holidays.

Employee Shift(s)

An employee’s work schedule, or better known as shift(s), will vary depending on location and job responsibilities. All employee shifts shall be scheduled and employees should keep to the scheduled shift(s) as much as possible.

Employees are expected to be ready for work at the start of every scheduled shift. Any employee who will be late to or absent from work should notify a direct manager in advance or as soon as practicable in the event of an emergency, but generally no later than the employee's scheduled start time. Employees shall also notify a direct manager anytime he/she is leaving before the scheduled shift ends, this includes leaving for scheduled time off. Unauthorized arrivals or departures may result in disciplinary action, up to and including termination of employment.

Employees are also not permitted to be on Company premises earlier than thirty (30) minutes before or later than thirty (30) minutes after a scheduled shift unless prior approval from a direct or indirect manager has been provided. Non-exempt employees arriving earlier than five (5) minutes prior to the start of their scheduled shift shall receive approval from a direct manager before starting the shift. Likewise, employees working later than five (5) minutes after their scheduled shift shall receive approval from a direct manager prior to working any later. Note that although a five (5) minute window is available before and after a shift employees are not permitted to regularly exceed into this window in order to reach overtime status. 

Employees who fail to report to work for three consecutive business days without notifying the Company of the absence will be considered as having voluntarily resigned as a result of job abandonment.

Employees can find their shift information under their job tab on BambooHR. For any questions regarding your shift(s) or to request a change please consult with your direct manager.

Time Tracking

Non-exempt employees are required to accurately track approved time worked, whether during normal business hours and whether on- or off-premise. These employees shall track their attendance (time) each week using the time tracking solution supplied by the Company, currently Boomr. Contractors, and certain Temporary employees, shall use the time tracking tools provided by the actual employer or temporary employment agency. Employees that must track their time with an unapproved method shall notify a direct manager immediately.

If an error has been made during a shift (i.e. forgot to clock out for lunch) notify your direct manager by the end of the day. The Company finalizes the previous week’s timesheets every Monday at 1pm CST (except Holidays). If an error is not reported by this time you may experience issues with your paycheck, including loss of compensation. Inaccurate timesheets that are not reported may result in disciplinary action, up to and including termination of employment. 

Tardiness

Any employee not ready for work fifteen (15) minutes after their scheduled shift begins is considered tardy. However, employees are not permitted to repeatedly be late to work within the fifteen (15) minute window without consequence. 

The Company recognizes that situations arise which hinder punctuality. Regardless, excessive instances of being late to work, tardiness, or absenteeism is not permitted and may result in disciplinary action, up to and including termination of employment.

Breaks

When working conditions permit, non-exempt employees working a full-day (around 8 hours) are eligible for a paid fifteen (15) minute break during the first half of the shift and a fifteen (15) minute break during the second half of the shift. Non-exempt employees working a half-day (around 4 hours) will generally be eligible for only one paid fifteen (15) minute break during the shift. All paid breaks shall be scheduled and employees should keep to the scheduled break(s) as much as possible, but at times may be treated on a case-by-case basis. Paid breaks are a benefit offered by the Company, and are neither entitled or guaranteed, unless in accordance with federal or state law. 

Employees should consult with a direct manager to determine when permitted to take breaks. Any employee seeking to take an additional break shall receive prior approval from a direct manager before proceeding. Additional breaks are only permitted on an unpaid basis. Employees are not permitted to leave the Company premises while on break unless approved by a direct manager. If approved to leave the premise, non-exempt employees are required to go on unpaid break.

Employees may only engage in personal activities during break or a meal period. This includes, but is not limited to excessive personal discussions with off-duty coworkers, non-work related communications via phone call, text message, or any other communication services, and personal internet usage on employee-owned equipment. 

Meal Period

A meal period is required by law for non-exempt employees working a full-day (around 8 hours). Meal periods shall last a minimum of thirty (30) minutes and up to a maximum of ninety (90) minutes. All meal periods shall be scheduled and employees should keep to the scheduled meal period as much as possible. When requesting a shorter or longer meal period than what is scheduled, all employee’s shall receive prior approval from a direct manager before taking a shorter or longer meal period. If the extended meal period is going to be over fifteen (15) minutes longer than what is scheduled, then the employee shall submit a time off requests as soon as practicable. In situations where you cannot keep to the scheduled meal period (e.g. late due to bad traffic) notify a direct manager immediately and the employee shall retroactively submit a time off request if arrival is fifteen (15) minutes after the scheduled end of the meal period,

Employees may only engage in personal activities during break or a meal period. This includes, but is not limited to excessive personal discussions with off-duty coworkers, non-work related communications via phone call, text message, or any other communication services, and personal internet usage on employee-owned equipment. 

Overtime

Non-exempt employees are entitled their regular pay rate and one half (1.5) for each hour of approved overtime worked for over forty (40) hours in a given week. For example, an employee with a regular rate of $10.00/hour would have an overtime rate of $15.00/hour. Exempt employees are not entitled overtime pay. The federal regulations of the Fair Labor Standards Act (FLSA) determines exempt versus non-exempt employment classification for employees, and also mandates the overtime rate.

No overtime work is to be performed, except in case of business need, and then only when approved by the employee’s direct manager within one (1) day in advance; employees are generally expected to work no more than eight (8) hours a day unless absolutely necessary. As such, non-exempt employees are responsible for keeping up with their timesheets throughout the week. For many of these employees they may view their timesheets by visiting the Boomr web portal or via the Boomr app for iOS or Android (Boomr is the attendance tracking solution for the Company). Employees with an employment status of Contractor, and some Temporary, that do not use the Company’s time tracking solution shall use the time tracking tools provided by the actual employer or temporary employment agency to determine when approaching overtime.

Upon notice of impending overtime, a direct manager will determine whether to approve of overtime or make a temporary/permanent change in the employee’s upcoming shift(s) to prevent overtime from being reached. Non-exempt employees with a full-time employment status that exceed into overtime, whether approved or not, will be compensated for overtime worked. Meanwhile, non-exempt employees with an employment classification of Contractor, and most Temporary, will be compensated in accordance with the employee’s actual employer or temporary employment agency policies and procedures. 

All non-exempt employees can expect a reduction of paid break for the subsequent week(s) in which unapproved overtime was obtained. For every minute of unapproved overtime an employee will loose one and one half (1.5) minutes of paid break for the following week. For example, if a full-time employee working five days a week gathers sixty (60) minutes of unapproved overtime, then that employee will loose ninety (90) minutes of paid break for the following week. Employees will also be denied Paid Time Off (PTO) accrual for the amount of unapproved overtime. If unapproved overtime occurs during both weeks of a bi-weekly pay cycle, the employee may loose all PTO accrued for that cycle (both for regular hours and unapproved overtime worked).

Repeated occurrences where an employee fails to promptly report their exceeding overtime status or when a manager is forced to adjust an employee’s shift to prevent overtime shall result in disciplinary action, up to and including termination of employment.

Low-Need Scheduling

The Company appreciates the great value of its employees (i.e., its human capital). However, to retain human capital through economic downturns, and in an attempt to soften the impact of such downturns on employees, the Company has adopted this policy to address scheduling during low-need periods for non-exempt hourly employees.

In the event that scheduled staff exceeds staffing needs, a direct manager may need to temporarily reduce hours. These temporary reductions in hours (low-need time) will be used in blocks of one hour or more on the basis of seniority and will not result in the loss of benefits. Low-need time is typically unpaid time unless payment is required by state law.

Procedures for Low-Need Time

  1. If the direct manager knows far enough in advance of the diminished need for staff, or the reduction involves a shift currently being worked, the direct manager will first request volunteers to relinquish their shift(s). 
  2. If no volunteers are forthcoming or the situation does not lend itself to requesting volunteers, the direct manager will assign low-need time on the basis of seniority within the same job classification unless specific skills are needed.
    • The least senior employee scheduled on a shift will be required to take low-need hours.
    • If more low-need hours are necessary, the hours will be given to the next least senior person scheduled for that shift.
  3. Low-need time can also be used for shifts currently being worked when staffing needs decrease during the shift.
    • Such low-need time will also be assigned on the basis of seniority.
  4. Prior to assignment of low-need time, the direct manager will explore the possibility of floating the employee to another unit or area for which the employee is oriented and qualified.
  5. Employees who are assigned low-need time prior to the commencement of a shift will be given a minimum of two hours' notice. 
  6. Employees who have reported for a shift and are assigned low-need time will be paid a minimum of two hours or the time actually worked, whichever is greater.
    • In the event a state law has other requirements, the Company will follow state law guidelines.
  7. Low-need hours are to be noted on an employee's digital timesheet, so appropriate credit can be given for benefit purposes.
  8. Employees are encouraged to use available paid time off (PTO) for low-need hours.

    Use of Company Facility or Location for Non-Work Related Functions

    Company facilities and locations are intended primarily for use by employees in conjunction with business purposes. However, some exceptions will be allowed as defined below.

    • Facilities may be requested for birthdays, baby and wedding showers, retirement parties, and other similar events if they are given for the benefit of current employees.
    • In all cases, requests for use of a Company facility(s)/location(s) should be submitted to Human Resources.
      • Requests will be approved or denied within 5 business days.
      • Where use of facilities creates conflict among other employees, such use may be prohibited.
    • Employees using a Company facility(s)/location(s) are expected to abide by general housekeeping rules.
    • Employees who misuse or damage a Company facility(s)/location(s) will be held responsible under the Company's disciplinary policy.

    Prohibited Political Activity

    The Company encourages employees to participate in political activities. However, participating in these activities must be conducted on the employee’s own time. Paid/Unpaid Leave may be requested to conduct such activities. The following activities are prohibited from being performed while on duty:

    • Demonstrating;
    • Counting or recounting votes;
    • Circulating petitions;
    • Soliciting votes or contributions at any time in any working area of a Company facility;
    • Conducting or participating in opinion polls;
    • Fundraising; and
    • All other activities not considered part of the employee’s normal duties.

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