3. Working at Curtis

3.1 Employment Classifications

Curtis has established definitions for employment classifications so that employees understand their employment status and benefit eligibility. Each job is designated as either Full-Time or Part-Time and non-exempt or exempt for overtime purposes. Each employee will fall into one category in Section A and one category in Section B, as outlined below. Employees are paid overtime in accordance with the provisions of applicable federal and state laws.

3.1.1 Section A

A. Full-Time Employees

Full-time employees are defined as those employees who are hired to work and do work on a regularly scheduled basis for 25 hours or more a week. They are eligible for all benefits, subject to the terms of the applicable benefit plans.

B. Part-Time Employees

Part-time employees are defined as those employees who are hired to work on a regularly scheduled basis for fewer than forty (40) hours a week. Those who work for twenty-five (25) hours a week or more are eligible for all benefits, subject to all applicable rules according to benefit plans. Those that work less than twenty-five (25) hours are not eligible for employer-sponsored benefits such as health insurance, unless otherwise required by law. Part-time employees are eligible for Paid Sick Leave benefits, and other legally required benefits.

C. Temporary Employees

Temporary employees are hired for a limited time period or project and are not entitled to employer-sponsored benefits such as health insurance. An extension of a temporary work classification may be granted where management determines an extension is appropriate. Temporary employees may either work part time or full time and, like all employees, are subject to the Employment At-Will policy.

D. Other Workers

This Handbook and all employee benefits do not apply to any other types of workers (e.g., independent contractors, “leased” workers, workers hired through a temporary employment agency, etc.) with the exception of the following policies: Equal Employment Opportunity, Policy Against Unlawful Harassment and Retaliation.

3.1.2 Section B

A. Non-Exempt Employees

Non-exempt employees are those entitled to overtime pay in accordance with applicable law.

B. Exempt Employees

This category includes all employees who are not entitled to overtime pay under applicable law.

An employee’s classification, in either Category A or B, can only be changed in writing by the Human Resources Department.

3.2 Job Descriptions

Generally, every job at Curtis has a written job description associated with it and job descriptions are reviewed periodically for accuracy and completeness. Job descriptions provide guidance to both employees and managers in assessing and evaluating job performance. Job descriptions are available from Human Resources.

3.3 Hours of Work

The standard workweek at Curtis for regular full-time employees is forty (40) hours worked per week. Hours of work are dependent on the requirements for each department. Managers/Supervisors establish each employee’s work schedule. Various factors such as workloads, operational efficiency, and staffing needs may require variations in your working hours and total hours worked each day or week.

At Curtis California we recognize the hours between 9:30 a.m. and 3:30 p.m. as core business hours and we suggest all employees be available during those hours. Exceptions are to be agreed upon by the employee and their supervisor.

3.4 Day of Rest

Employees are entitled to one day of rest each workweek except as otherwise permitted by the applicable California Wage Order or where the employee voluntarily chooses to work.

3.5 Meals and Break Periods

A. Rest Breaks

Curtis provides non-exempt employees with paid rest breaks as required by California law. Non-exempt employees receive one 15 minute rest break for each four hour work period or a “major fraction” of a work period (i.e., greater than two hours); however, any non-exempt employee who works less than 3½ hours in a day is not eligible to take a rest break. The number of breaks received is as follows:

• Non-exempt employees who work between 3½ and 6 hours are entitled to one rest break.
• Non-exempt employees who work more than 6 and up to 10 hours are entitled to two rest breaks.
• Non-exempt employees who work more than 10 and up to 12 hours are entitled to three rest breaks.

A rest break is paid time when you are relieved of all work duties and responsibilities. Employees are free to leave the premises during a rest break, but are required to be at their work stations ready to resume work when their rest break ends. Rest breaks may not be combined, added to a meal period, or taken at the very beginning or very end of the day, unless you receive advance permission from your supervisor. To the extent practical, rest breaks should be taken in the middle of each work period. Employees must self-police their rest breaks and ensure that they take their breaks every day. If any employee is unable to take their rest break, the employee must notify their supervisor at the time the employee is unable to take the rest break. Failure to follow this notification requirement may lead to discipline, at Company’s discretion.

If an employee responsible for self-policing their rest breaks does not take a full rest break or fails to take a rest break in a timely manner, and fails to notify their supervisor, it will be presumed that the employee voluntarily waived the rest break.

B. Meal Breaks

Company also requires its employees in non-exempt positions to take a mandatory 30-minute unpaid, uninterrupted meal break in accordance with California law. A meal break is an unpaid period when employees are relieved of all work duties and responsibilities, generally for the purpose of consuming a meal. Employees may leave Company premises during meal breaks. Employees must clock out when taking a meal break and clock back in when they resume working. During the meal period break, employees may not perform any work-related activities.

If non-exempt employees work more than 5 hours, they are required to take one unpaid meal break, to begin after working no more than 5 hours. For example, an employee starting work at 8:00 a.m. must begin her meal period by no later than 1:00 p.m. Non-exempt employees working more than 10 hours are required to take a second meal break to begin after working no more than 10 hours of work. Employees working more than 5 hours, but no more than 6 hours, may voluntarily waive their meal period. Employees working more than 10 hours, but no more than 12 hours, may voluntarily waive their second meal period. Any waivers of meal periods must be in writing.

Using meal breaks to start work late or leave work early is not acceptable. Employees must work at least one hour in a workday before taking a meal break, and must begin their meal break after no more than five hours of work. Employees must self-police their meal breaks and ensure that they take their meal breaks every day in a timely manner. If an employee is unable to take their meal break or take it in a timely manner, the employee must notify their supervisor before or at the time the employee is unable to take the meal break. Failure to follow this notification requirement may lead to discipline, at Company’s discretion.

If an employee responsible for self-policing their meal break does not take a full meal break or does not take a meal break in a timely manner and fails to notify their supervisor, it will be presumed that the employee voluntarily waived the timely meal break.

3.6 Time Sheets

Curtis complies with all federal and state laws regarding the payment of wages. All employees will be provided with bi-weekly, electronic time sheets to complete and submit at the end of each pay period. Time sheets are Company records, and care must be exercised in recording the hours worked, overtime hours, and absences. Employees are responsible for calculating their own hours worked on a daily basis. These time sheets must be reviewed and approved for accuracy by the employee’s supervisor or manager, before submitting to payroll for processing. All information requested on the time sheets must be complete and accurate (i.e. Job Numbers, GL Codes).

3.7 Overtime Hours

All non-exempt employees will receive overtime pay for hours worked in excess of eight (8) hours a day and forty (40) hours per week and for work performed on the seventh consecutive workday Overtime must be pre-approved by your supervisor. Because unauthorized overtime is against Company policy, employees who work unauthorized overtime are subject to discipline up to and including immediate discharge.

Overtime is computed on the basis of your total hours worked in a workday or workweek. Hours that are paid for but not worked (e.g., holidays, PTO, Sick Leave, etc.) do not count as hours worked for overtime purposes.

3.8 Garnishments

Curtis is legally obligated to comply with any garnishment order. A garnishment is a court-ordered legal claim against the wages of an employee, such as for nonpayment of a debt. Compliance with a garnishment order means Curtis deducts the required amount from the employee’s paycheck.

3.9 Paycheck Deductions

The company is required by law to make certain mandatory deductions from your paycheck each pay period. Mandatory deductions typically include federal and state taxes and Social Security (FICA) taxes. Depending on the state in which you are employed and the benefits you choose, there may be additional deductions. All deductions and the amount of the deductions are listed on your pay stub. These deductions are totaled each year for you on your Form W-2, Wage and Tax Statement.

The company will not make deductions to an employee’s pay, which are prohibited by state or federal law or regulation, including those established by the United States Department of Labor.

If questions or concerns about any pay deductions arise, discuss and resolve them with Human Resources.

You will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. If you find an error, please notify Human Resources as soon as possible. In the event of an improper deduction, the company will promptly reimburse you for the improperly deducted amount.

3.10 Performance Evaluations

Full-time and part-time employees participate in a formal annual goal setting/performance review including a merit adjustment when appropriate. Salary actions at Curtis are based on merit and are intended to recognize the level of employee performance and contribution.

Supervisors and employees are strongly encouraged to discuss job performance and goals on a regular basis. In conjunction with their supervisors, employees establish short and long term goals as part of the annual review process. During the year, employees and supervisors should meet periodically to discuss the performance goals and to identify and correct weaknesses, encourage and recognize strengths, and discuss positive, purposeful approaches for meeting the goals.

For additional information on the performance review process, please contact the Human Resources department. The Company reserves the discretion to make personnel decisions before and after evaluations. See Employment At Will policy.