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 25 hours a week. They are not eligible for employer-sponsored benefits such as health insurance.

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.)

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.

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 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 an employee’s working hours and total hours worked each day or week.

3.4 Meal and Break Time

Employees will be provided with time off from work for meals and breaks in accordance with applicable law.

Meal breaks must be accurately recorded on each non-exempt employee’s time sheet, and uninterrupted meal breaks do not count as hours worked. Meal breaks and rest periods are intended to provide employees with an opportunity to be away from work, and non-exempt employees are not permitted to perform any work during meal breaks and rest periods.

Employees are encouraged to take meal breaks and rest periods away from the work area.

3.5 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).

3.6 Overtime Hours

All New York non-exempt employees will receive overtime pay for approved hours worked in excess of forty (40) hours per week. Overtime must be pre-approved by your supervisor. Hours worked up to forty (40) hours per week for New York employees will be paid at the employee’s regular rate of pay. Overtime will be paid at the rate of 1½ times the employee’s regular rate.

Non-exempt employees must obtain approval from their supervisors in advance of working overtime. An employee who works overtime without approval or authorization by his/her supervisor(s) will be paid for time actually worked but may be subject to disciplinary action, up to and including suspension with or without pay and/or termination.

Non-exempt employees who are provided with an iPhone, Android phone or other similar electronic device for business use are prohibited from using such devices during non- working hours, absent extenuating circumstances authorized by a supervisor. All such time worked must be recorded. Only actual hours worked count toward computing weekly overtime. Paid time off and unpaid leave are not included in calculating overtime.

Exempt employees are not eligible for overtime and receive a salary for all hours worked. If you have any questions concerning overtime pay, check with Human Resources.

3.7 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.

3.8 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.

3.9 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 terms goals as part of the annual evaluation 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 evaluation process, please contact the Human Resources department.