CHAPTER 3
Making a Career
Equal Employment Opportunity/ Non-Discrimination
Stone Tile is committed to the principle of equal employment opportunity for each of its employees and to providing its employees with a work environment free from discrimination and harassment. All employment decisions at Stone Tile are based on business needs, job requirements and individual qualifications, without regard to race, color, religion, belief, nationality, social or ethnic origin, sex, sexual orientation, gender identity, gender expression, age, mental or physical disability, marital status (including single status), family status or any other status protected by the laws or regulations in the locations where we operate. Stone Tile will not tolerate discrimination or harassment based on any of these characteristics.
Definitions of Employment Status
The following terms are used to describe the classification of employees and their employment status:
Full-Time
A full-time employee is anyone who works 40 hours per week or more on a regular basis. Full-time employees are eligible for all benefits when applicable service requirements are met.
Part-Time
A part-time employee is anyone who is regularly scheduled to work less than 40 hours. They are not eligible for company benefits unless otherwise required by law.
Contract
Individuals hired for a specific fixed period of time are not considered to be full-time employees. This group is not eligible for any company benefits.
Probationary
The first three (3) months of employment are considered probationary. During this time you and Stone Tile have the opportunity to decide whether or not you will continue employment with Stone Tile. Upon successful completion of this period, new employees qualify for full-time or part-time employment and become eligible for employee-group benefits as indicated in their employment contract.. The probationary period may be extended, one time only, at management's discretion, subject to Employment Standards legislation in your jurisdiction.
Pay Periods and Pay Days
Hourly employees will be paid by direct deposit every other Thursday (bi-weekly). A statement of earnings will be distributed to you each pay period via email. If email services are not available from the Company, printed statements will be provided to employees. Our pay period begin on Sunday at 12 a.m. and ends on Saturday at 11:59 p.m.
Salaried employees will be paid semi-monthly. Pay days are the 15th and the last day of each month. In the event that a pay day falls on a weekend or holiday, pay deposits will be processed one (1) business day before either the 15th or the last day of the month, as the case may be.
In the event of a perceived payroll error or miscalculation, please contact either your Manager or the Payroll department at your earliest convenience.
Payroll Deductions
Stone Tile makes standard payroll deductions, as required by law. If desired, an employee may extend a formal request to have additional deductions made. Please contact Human Resources or Payroll for more information in this regard.
Time Clock Policy
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Stone Tile has adopted this policy to ensure that all employees accurately utilize the time clock provided in order to ensure proper documentation of time worked and accurate compensation.
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This policy sets requirements that:
Must be followed by all Stone Tile employees in utilizing the time clock.
Must be followed by all supervisors in approving time clock entries.
The Time Clock Policy establishes awareness of every employee’s independent responsibility for correct time accountability and the potential legal penalties associated with improper time charging. Stone Tile employees are required to report all hours worked, including time of arrival, time spent on breaks and lunch and time of departure.
The accurate completion of employee time records is critical to Stone Tile’s continuing effort to maintain the integrity of our cost accounting system. The following timekeeping procedures will ensure accurate and complete recording of hours worked. Time records must be completed in a timely manner in strict accordance with these required procedures.
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All Stone Tile employees are required to:
Scan/punch in utilizing the time clock at the beginning and end of each shift.
Scan/punch out using the time clock for breaks and lunch taken during the day.
Employees who fail to utilize the time clock will have payment of their wages delayed until the next pay period and may be subject to disciplinary action.
Employees who forget to scan/punch in or out must notify their supervisor immediately so that necessary corrections may be made.
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In the event that individual time clock information is erroneous or omitted, management shall work to correct the record to accurately reflect the contributions of the employee and will engage the employee in a conversation to determine the hours worked and ascertain the reason for the erroneous or omitted information.
Falsification of the time record is an act of fraud, and will not be tolerated. In the event that it is determined that a time record has been falsified and additional time has been added for work that was not performed, or hours are included for time where the employee was not present, Stone Tile shall determine appropriate disciplinary action to be taken up to and including termination of employment.
In the event that it becomes apparent that an employee has clocked additional hours for themselves or another employee, this is considered an act of fraud. All employees involved in the incident will face appropriate disciplinary action, up to and including termination of employment.
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Management will be required to review all submitted time records to ensure accuracy and completeness. In the event of a discrepancy, or omission, management shall ensure that the error is handled appropriately.
Management will review all time records from the time clock, comparing them against all schedules and project logs to ensure their accuracy. All overtime will be noted, and checked for appropriate approval.
Overtime
From time to time, it may be necessary for employees to work more than 40 hours in one work week to meet the needs of the business. Under these circumstances, employees entitled to overtime under applicable employment standards legislation, will be paid at your regular rate of pay up to 44 hours of work and beyond this time, you will be paid at a rate of 1½ times your regular rate of pay. Overtime requires the approval of Management; unapproved overtime will not be eligible for payment.