The document outlines various policies for employees of BAW Manufacturing, including: - Full-time employees work at least 40 hours per week and are eligible for benefits, while part-time employees work 20 hours or less and are not eligible for benefits. - The standard work week runs from Sunday at 12:00am to Saturday at 12:00pm, and pay periods end every other Friday. - Employees receive a 30 minute unpaid lunch break and two 15 minute paid rest periods each day. - Unpaid time off can be taken to vote at the beginning or end of a scheduled shift. - The Family Medical Leave Act provides up to 12 weeks of unpaid leave for certain medical or family reasons after meeting

1. Heather Poncelet
Policy Administration
Instructor: Debbie Johnson
March 6, 2016
Work Hours and Work Week
Employees will be considered full time that work at least 40 hours per work week. Full time
employees are considered benefit eligible.
Employees will be considered part time that work 20 hours per week or less. Part time
employees not considered benefit eligible.
The work week will begin each Sunday at 12:00 a.m. and end Saturday at 12:00 p.m. Employees
will be paid the following Friday after the end of the pay period.
All work schedules will be posted two weeks prior to the scheduled shift. In order to
accommodate employee time off requests all employees will be required to submit for days of
before the schedule it posted.
Lunch and Rest Periods
Employees will be allowed to take a half an hour unpaid lunch break. In addition to the lunch
break employees will also be allotted two fifteen minute paid rest periods. Generally one rest
period will be given in the morning and one will be given in the afternoon; however due to
production schedules the supervisor will schedule these breaks as time allows. If an employee
feels that they are not being given the appropriate lunch and rest periods, they should contact
Human Resources.
Voting
BAW Manufacturing supports our employees Civic Duty and right to vote, therefore when there
is a scheduled election in the State, County, City or Town in which the employee lives, the
employee will be allowed to take time off to vote. The employee must complete the request for
time off to vote and submit the request to their immediate supervisor. Time off to vote must be
taken at the beginning or the end of the employees scheduled shift. All time off to vote will be
unpaid, however and employee may choose to use their personal time off if they choose to do so.

2. Family Medical Leave Act
The Family Medical Leave Act provides up to twelve weeks unpaid leave for qualifying medical
and family reasons. In order for an employee to be eligible for Family Medical Leave, the
following requirements must be met:
 The employee must have worked for BAW Manufacturing for 12 months. (The twelve
month period will begin from the employee’s date of hire).
 The employee must have worked at least 1,250 hours during the 12 months preceding the
leave.
 The employee must work at a site that has 50 or more employees that are located within
75 miles of the worksite.
FMLA may be taken for the following reasons:
 The birth of the employee’s child or care for a newborn child;
 The adoption of a child, or for foster care or to care for a newly placed child
 To care for a family member (employee’s spouse, child or parent) with a serious health
condition
 To take leave due the serious health condition of an employee that causes them to be
unable to perform the essential functions of his/her job
 Qualifying exigency leave by a qualified military member on active duty or being called
to active duty
A “serious health condition” is a physical or mental illness, injury, impairment or condition that
involves:
 Inpatient care in a hospital, nursing home, hospice or residential medical facility or
provider
 Outpatient care that requires ongoing treatment or supervision of a health care provider
Medical Certifications will be required when an employee takes leave for their own or a relatives
own serious medical condition. The Medical Certification will need to support the need for the
medical leave and be provided by the health care provider. When possible the request for
medical leave should be made at least 30 days prior to the start of the requested leave.
A Medical Recertification may be required by the company regarding the medical condition that
is the reason for the leave. Should the company choose the recertification; the employee will be
given a notice of 14 calendar days to provide the recertification.
A return to work certification will be required when an employee has taken leave due to their
own serious medical condition. The return to work certification must provide confirmation that
the employee is able to perform all the essential job functions of their position.

3. For employees whose spouse, child or parent is notified of the impending call or is already under
active duty qualifying exigency must include one of the following:
 Short notice deployment
 Military events and activities
 Child care and school activities
 Financial and legal arrangements
 Counseling
 Rest and recuperation
 Post deployment activities
Employees may also use FMLA to care for a covered service member with a serious illness or
injury. In both the cases of a exigency or the need to care for a service member the company may
require proper certification including, but not limited to call of duty paperwork or medical
certifications.
Employees may use their paid time off in conjunction with FMLA, but are not required to do so.
FMLA may be used with the short and long term disability benefits as well.
All Group Benefits will be continued throughout the employees Family Medical Leave without
interruption.
Pay Periods
Hourly nonexempt employees will be paid every Friday and salaried exempt employees will be
paid on the 15th of the month and on the last day of the month. If a pay day falls on a holiday or a
weekend, employees will be paid the last working day prior. Paychecks will be available to
employees the morning of pay day. If an employee chooses direct deposit, the check will be
deposited into their account on the pay day.
ABW Manufacturing believes that it is important that employees are accurately compensated for
the work that they complete on behalf of our company. If an employee has any questions
regarding their compensation, they may contact the payroll department.
Performance Appraisals
In order to accurately assess employee performance, ABW Manufacturing will conduct
performance appraisal as follows:
Frequency: For the first year of employment, a performance appraisal will be conducted every 90
days. After the first year of employment, performances will be conducted on or around the
anniversary date of the employee.
Responsibility: It is the responsibility of the Human Resource department to track when the
employee performance appraisal is due and notify the department supervisor. Once the

4. supervisor receives notification of the review they are responsible for performing the employee
performance appraisal within seven business days.
Documentation: A Performance Appraisal Evaluation must be completed for all employee
appraisals. Supporting documentation such as attendance records or work samples may be
included along with the evaluation. The supervisor and employee will sign and date the
performance evaluation and the employee may attach any comments they feel necessary to the
evaluation. The employee will be given a copy of their evaluation and the original will be
maintained in the employee file.
Overtime Pay
Nonexempt employees working in excess of 40 hours per week will receive overtime pay based
on one and one half times their pay. For the purpose of calculating overtime pay PTO is not
counted towards hours work, but holiday and funeral pay is calculated into the total hours
worked.
When overtime is required, employees will be given as much notification as can be provided in
order to maintain production schedules.
Overtime must have supervisor approval and will be awarded on the basis of seniority.
Time Records
Employees are expected to keep accurate records of their time worked at BAW Manufacturing.
For the purpose of tracking their time, each employee will be given access to the time keeping
system via an employee access card. All printed employee hours will be approved by the shift
supervisor. If an employee forgets to swipe their card at the beginning or end of the shift, they
will be required to complete a time adjustment form to be signed by their supervisor.
Funeral Leave
All benefit eligible employees will be granted funeral pay for the death of a family member in
order to make funeral arrangements and attend the funeral. Funeral Leave will be paid out as
follows:
Maximum of 3 paid days:
 Father, Step-Father or Father-In-Law
 Mother, Step-Mother or Mother-In-Law
 Spouse
 Child, Step-Child or Children-In-Law
 Brother or Sister
 Grandparents or Grandchildren

5. Maximum of one day with pay:
 Brother-In-Law or Sister-In-Law
 Niece or Nephew
 Aunt or Uncle
 Grandparents of a spouse
BAW Manufacturing may ask the employee to submit paperwork, such as a obituary from the
employee when the request is may for funeral pay.