GSEM Employee Handbook 2022-2023

Managers are responsible for identifying if flexible work schedules are workable within the department. To determine whether an employee’s request for an individual alternative work schedule is appropriate, the manager must assess the impact to the customer, department, GSEM, and employee. Flexible work arrangements are not appropriate for all employees or positions and are not a universal employee benefit. Specific criteria may be set for individual departments based on customer service needs. CAMP STAFF WORK SCHEDULE Temporary Camp Staff are employed at the camp establishment and are considered seasonal-exempt staff. A. Employee Hours The camp is in operation twenty-four hours a day during the camp season, typically two four-week sessions, and staff members are on duty and/or call during that period except as described below: • Daily time of no less than two hours (including religious observation) away from assigned camp responsibilities will be scheduled with the immediate manager. Staff are to remain in camp unless prior arrangements are approved by the immediate manager and Camp Director. This free time cannot be scheduled during mealtimes. • Twenty-four hours (including religious observation) or more will be given each two weeks in blocks of not less than twelve hours. This time off will be scheduled with the immediate manager and approved by the Camp Director in order to ensure coverage of the camp at all times. • Except in limited circumstances, time off periods may not be combined and may not be scheduled on the opening day of a session or the last day of a session. • All staff members must report as designated by the Camp Director before leaving camp and upon returning to camp. Additional information can be found in the Camp Manual. SAFE HARBOR It is our policy and practice to accurately compensate employees and to do so in compliance with all applicable state and federal laws. To ensure employees are paid in compliance with all applicable state and federal laws for time worked and that no improper deductions are made, employees must correctly record all work time and review their paystubs promptly to identify and to report all errors. Employees must also not engage in off-the-clock or unrecorded work. Non-exempt Employees Non-exempt employees must report the total hours that they work each day by accurately clocking in and out or recording worked hours in Paycor. All employees must sign their timecard to verify the reported hours worked are complete and accurate (and that there is no unrecorded or “off-the-clock” work). All timecards must accurately reflect all regular and extra hours worked, any absences, early or late arrivals, early or late departures, beginning and ending times of meal breaks, and any other unpaid breaks. Any hours worked in excess of 40 hours per week will be paid at time and a half. At the end of each pay period, employees submit their completed timecard for verification and approval. When paystubs become available every other week, employees must verify their pay and if a correction is needed, immediately notify their manager, Human Resources or Payroll that they were paid incorrectly for all regular and extra hours worked. Employees should not work any hours outside of their scheduled workday unless their manager has authorized the unscheduled work in advance. Employees should not start work early, finish work late, work during a meal break or authorized rest break, perform any other extra, or overtime work unless they are authorized to do so and unless that time is properly recorded. Girl Scouts prohibits non- exempt employees from performing any work that is not reported

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