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deductions for disciplinary suspensions of a full day or more made in good faith for infractions of <br />workplace conduct rules or safety violations of major significance. All pay deductions for <br />exempt staff must be authorized by Human Resources Representative. Pay deductions related <br />to quality or quantity of work is strictly prohibited. If any exempt staff believes that a deduction is <br />improper, they should immediately notify a member of Human Resources Representative. Any <br />deductions not authorized by the FLSA will be reimbursed. <br />11. SCHEDULING WORKING HOURS, LUNCH PERIODS AND REST BREAKS <br />It is difficult for a company in the landscape industry to maintain a fixed working schedule. <br />Employees may be released before the normal 8 -hour workday or requested to work for more <br />than 8 hours. Lunch period and rest breaks will be scheduled according to the requirements of <br />the job, the needs of the customer, and the hours set forth by Management. <br />The workday will include an unpaid 30 -minute break for lunch. Hourly field employees will <br />receive a paid break of 15 minutes in the first four hours of a shift. The timing of the break period <br />will be determined by the supervisor or manager, based on Company needs. <br />12. RECORDING YOUR WORK TIME <br />Accurately recording time worked is the responsibility of every non-exempt employee. The <br />Company must have an accurate record of time worked in order to calculate an employee's <br />pay and benefits. All staff members must keep track of their actual working hours on a daily <br />basis using the Company time recording system. All hourly non-exempt employees must <br />accurately record their time to show when they began working, when they took meal breaks, <br />and when they stopped working each day. No employee is permitted to clock in or out for <br />another employee. Failure to follow time recording procedures will result in disciplinary action <br />up to and including termination. Any errors in an employee's timekeeping must immediately be <br />brought to the attention of the Human Resources Representative who is authorized to make the <br />proper adjustments. <br />Hourly employees must report to their manager upon arriving to work in the morning and prior to <br />leaving work in the evening. Times of arrival and departure will be recorded by the supervisor <br />each day on the employees' daily payroll time card. <br />Hourly employees are paid from the time they clock in at the yard until the time they finish their <br />work in the afternoon. Time spent traveling as a passenger in a Company vehicle from the yard <br />to the jobsite is considered hours worked and is compensable. Hourly employees do not have to <br />return to the home office in the afternoon after their work at the job site is completed. <br />Employees are free to leave directly from the job site after their work is completed. Hourly <br />employees are welcome, however, to return to the yard in the Company vehicle. Time spent <br />traveling as a passenger in a Company vehicle going from the job site back to the home office <br />is NOT treated as work hours, and is therefore not compensable time. Time spent as the driver of <br />a company vehicle to transport employees from one location to another will be treated as work <br />hours. Crew members are not expected to do any work when they return to the home office at <br />the end of the work day. If crew members perform any work when they return to the home <br />office in the afternoon, they must report it to their supervisors, and on their time cards. Crew <br />members must obtain approval from their supervisor in order to perform any such work at the <br />yard in the afternoon. <br />E <br />