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FYI:
The language used in Instant HR |
A Note About Our Policy Template:
The language used in Instant HR Policies is drafted to reflect federal requirements and the type of language typically used by employers across the United States. You can use the model policy language "as is" or tailor it to reflect your organization’s culture and to conform to your other policies.
Each model policy is divided into two parts: Policy and Comments.
The Policy section provides a short statement of the organization’s policies.
The Comments section offers further explanations about the policy and the procedures supervisors should follow to implement it. You should use both the Policy and Comments to create your final supervisory policy.
It is the policy of the Company to pay employees by check or direct deposit on a regular basis
and in a manner so that the amount, method, and timing of wage payments comply with any applicable
laws or regulations.
Comment:
(1) Employees normally will be paid on the fifteenth day and the last day of the month. If the regular
payday occurs on a Saturday, Sunday, or a holiday, employees will be paid on the last working day before
the regular payday.
(2) Employees on each payday will receive, in addition to their check or deposit advice, a statement
showing gross pay, deductions, and net pay. Local, state, federal, and Social Security taxes will be
deducted automatically. No other deductions will be made unless required or allowed by law, contract,
or employee obligation. Employees may elect to have additional voluntary deductions taken from their
pay only if they authorize the deductions in writing.
(3) Employees who discover a mistake in their pay check, lose their pay check, or have it stolen should
notify the Personnel Department immediately. In the case of a mistake, the error will be remedied promptly.
In the case of loss or theft, the Personnel Department will attempt to stop payment on the check and
reissue a new one to the employee. However, the employee is solely responsible for the monetary loss,
and the Company will not be responsible for the loss or theft of a check if it cannot stop payment on
the check.
(4) Employees who are eligible for vacation may receive an advance on their vacation pay as long as
an approved request for it is submitted to the Personnel Department at least one pay period before
the beginning of the vacation. Under normal circumstances, no other advances or loans for employees
will be made without the prior approval of the Personnel Director.
(5) Nonexempt employees (those not exempt from the provisions of the Fair Labor Standards Act) will
be paid overtime compensation at the rate of one and one-half times their regular hourly rate for
work in excess of forty hours during their normal workweek.
(6) Nonexempt employees will receive premium pay at one and one-half their regular rate for work on
Saturday and Sunday, regardless of the number of hours worked in the workweek, unless the normal
workweek includes regular Saturday and Sunday work.
(7) Nonexempt employees will receive a shift differential calculated as follows:
(a) If the shift begins after noon and ends at 11:00 p.m. or earlier, 10 percent of regular pay; or
(b) If the shift begins after 3:00 p.m. and ends after 11:00 p.m., 15 percent of regular pay.
(8) Employees should discuss any questions or concerns regarding their rate of pay and other compensation
issues with their department head or with the Personnel Department.
— End of Policy —