GSEM Employee Handbook 2022-2023

If employees become related after employment and a conflict as described in the above paragraph exists, or if reorganization creates such a conflict, one of the two employees is responsible for looking for a different position. Employees shall not be permitted to remain in their conflicting employment positions for more than three months from the date on which the conflict first arises. Requests for extensions are reviewed by the Executive Leadership Team on a case-by-case basis. HOURS OF WORK, ATTENDANCE, AND PUNCTUALITY

Regular attendance is very important for meeting the mission of the Council. The following section will detail our policies and guidelines related to attendance, timekeeping, and punctuality.

Hours of Operation Our regular office hours (when the Service Center is open to the public) are 8:30 am–5:00 pm, Monday–Friday. The Council’s official workweek for full-time staff is 7.5 hours per day (and one hour lunch), Monday through Friday, totaling 37.5 hours per week. Occasionally, office hours may be changed at the discretion of the Council to meet the varying conditions of its operations. Employees may request the opportunity to change their work schedules (within Council-defined limits) to better accommodate personal responsibilities. Subject o Council work assignments, the employee’s supervisor shall determine the hours of employment that best suits the needs of the work to be done by the individual employee. Attendance and Punctuality Attendance and tardiness are factors in the evaluation of job performance. Excessive absenteeism and tardiness cause inconvenience and undue hardship on other employees and the overall business operations. The Council recognizes that illness or other circumstances beyond your control may cause you to be absent from work from time to time. However, excessive unscheduled absences, tardiness and early departures may be subject to disciplinary action up to and including termination. If an employee misses three consecutive days of work without properly notifying anyone of their absence, the employee will be considered to have voluntarily resigned their position. Whenever you know in advance that you are going to be absent, you should notify your immediate supervisor. If your absence is unexpected, you should attempt to reach your immediate supervisor as soon as possible, but in no event later than one hour before you are due at work. In the event your immediate supervisor is unavailable, you should contact a member of the Human Resources team. If you must leave a voicemail, you should provide a number where your supervisor may reach you if need be. Exemption Status-Based Time Regulations The following section details time regulations for both exempt and non-exempt employees. Exempt and Non-Exempt statuses are first defined below: • Exempt Employee. An Exempt Employee is an employee who is paid on a salary basis and meets the qualifications for exemption from the overtime requirements of the Fair Labor Standards Ac t (“FLSA”). • Non‐Exempt Employee . A Non-Exempt Employee is an employee who is paid an hourly rate and does not meet the qualifications for exemption from the overtime requirements of the Fair Labor Standards Act (“FLSA”). NON-EXEMPT EMPLOYEE TIME REGULATIONS Non-exempt employees are required to clock in and out via Paycor. Non-exempt staff working offsite will clock in and out remotely or submit their hours worked to their manager via email. Regular hourly rates will be paid for all hours worked up to and including 40 per workweek; any hours over 40 will be paid at one and one half the employee’s regular rate of pay. PTO hours do not count as time worked for purpose of overtime calculations. Working in excess of 37.5 hours per workweek is considered “extra hours” and must be approved in advance by the immediate manager or department director.

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