EQUAL EMPLOYMENT OPPORTUNITY POLICY
It is the policy of MSI to provide equal opportunity in employment for all qualified persons, and to prohibit discrimination in employment because of race, creed, color, sex, age, national origin, religion, disability, or any other characteristic protected by law. This applies to:
- Recruitment and new employee selection
- Employee promotions, demotions, and training
- Disciplinary actions and termination for cause
- Pay rates, salary adjustments, and annual salary increases
Physical fitness requirements relating to minimum standards for job description may be a reasonable employment factor; given that such standards are reasonably necessary for the specific work to be performed and are uniformly and equally applied to all applicants for the particular job category, regardless of age or sex.
SUMMARY OF WAGES AND FRINGE BENEFITS
Your Pay Rate: Your job pay rate is the amount of money you receive for your services to MSI. MSI recognizes that both employee and the company benefit when fair wages are paid. To establish fair wages, job evaluations are conducted which measure the job, not the employee. Employees are evaluated according to how well the employee meets his or her responsibilities, and adherence to the mission statement and policies of the company.
Pay Date: MSI will pay all employees within 15 days of the end of the pay period. Typically, the pay will be received earlier. However, you should verify with your bank that the funds are available before attempting any transactions before the 15 day limit.
Overtime Pay: Time and a half hourly rate is paid for time worked over forty actual hours in any one week period. Your job requires that you do not refuse to work overtime when your supervisor believes it is necessary to maintain the high quality of service we intend to provide our customers. However, your supervisor will always attempt t o give you adequate notice of the necessity for your overtime. Additionally, any overtime worked requires the written approval of your supervisor. FAILURE TO HAVE WRITTEN PERMISSION for overtime will lead to disciplinary action according to MSI’s disciplinary action policy (Written warning, suspension, and termination for subsequent offenses).
Payroll Deduction: Together with your paycheck, you will receive an earnings statement that itemizes the deductions from your paycheck. All deductions will be in compliance with your W 4 Form, as required by law and may include but not limited to:
- Federal Insurance Compensation Act Premium or Contribution (FICA or Social Security Tax)
- Federal Witholding Tax (Federal Income Tax)
- State Witholding Tax (State Income Tax)
- Local Tax (City Income Tax)
- Social Security
- Health Insurance
If MSI is served with a Judgment that someone has obtained against you, it may be legally necessary for a portion of your wages to be withheld to pay that Judgment (Garnishment Proceedings). Should you have any questions regarding your paycheck or believe that an error has been made, please report it immediately to your manager or supervisor.
Time Card: Your earnings depend upon the accuracy of your time card. You are expected to check in or out at your assigned time. Never enter any time card other than your own. Never change or forge any timecard. Such actions are subject to disciplinary action including potential termination for first offense. If an error is made in entering your timecard, immediately make a note and enter the corrected time. However, repeated adjustments are subject to disciplinary policy. If you fail to record your time for any reason or if you have any time card problems, be sure to have a general manager sign your time report. If you are unable to clock in for any reason, you may not work unless directed by a manager.
Lunch/Break Time: Employees are allowed a maximum of 15 minutes of total paid break time per shift before and after lunch (2 x 15 mins total per day if working more than 6 hours) You must clock out for any and all breaks using clock out for break function on time clock. Any break greater than 15 minutes in duration or in which you leave the building grounds is not permitted, and will be deducted from your wages. Breaks may not be taken within the first hour or last hour of your shift. Taking of paid breaks is not required, and may not be accumulated. If you work between 2 and 6 hours, you receive only one 15 minute break. You must be clocked out either for lunch, break, or end of day whenever you are not working, including restroom breaks, smoke breaks, taking personal calls, etc.
Mandatory 30 minute (minimum) unpaid lunch break periods are required if an employee works greater than 6 hours per day. Failure to take 30 minute (minimum) lunch breaks or exceeding 15 minute paid breaks will lead to disciplinary action according to MSI’s disciplinary action policy, may lead to adjustments in the employees’ regular working schedule to assist
in time management, and may lead to suspension without pay and dismissal for repeated violations of this policy. Meals should not be eaten at your work station and only during lunch or breaks.
See the Personal Conduct section of The Guide to Personal Conduct in this handbook for requirements about work station etiquette. These requirements are set forth to provide a the quiet and order required to complete our tasks accurately and efficiently so that we may proved better client/ patient service. Accurate orders equals happier customers.
Vacation: After completion of continuous full time (greater than 35 hours /week on average for at the last 90 days) employment, you become eligible for vacation in accordance with below:
- One week of vacation eligibility with one through three years of completed service.
- Two weeks of vacation eligibility with four or more years of completed service.
- Three weeks of vacation eligibility with ten or more years of completed service.
The following rules govern all vacations:
- You begin to accrue vacation after completion of your first full year of employment at a prorated rate. An employee that resigns or is discharged before completion of one year, therefore having no earned vacation, will not be paid for any vacation time.
- Your full vacation must be used during the calendar year in which you become eligible. Vacations not taken during the year in which you are eligible may not be carried over to later years.
- Request for vacation scheduling should be made at least one month prior to the requested date.
- An eligible employee who is not discharged for cause, but leaves MSI after providing at least two weeks notice, shall receive vacation pay for any earned vacation unused in that year. However, if an employee has taken vacation in advance during the same calendar year, the balance will be taken out of his/her last paycheck or is otherwise due to MSI if the last paycheck is less than the amount of vacation paid.
Holidays: The following holidays are observed:
- New Years Day
- Memorial Day
- July 4th
- Labor Day
- Thanksgiving Day
- Christmas Day
If a holiday falls on a Sunday, the following Monday is observed. If a holiday falls on a Saturday, the proceeding Friday is observed. It is the policy of MSI to pay for the above holidays at the straight time hourly rate. To be eligible for holiday pay, you must:
- Have been in the employment of MSI and regularly reporting for full-time work for at least ninety days prior to the holiday,
- Worked an average of 35 hours per week for the last 90 days.
- Have worked the last scheduled workday before and the next scheduled work day after the holiday, unless approved by management to use scheduled vacation time for those days.
Sick Leave (Permanent Full Time Employee): Starting after the first full year of employment, employee earned sick leave will be two days per year, sick time is non cumulative. Earned sick l eave will be paid in four (4) hour increments. Part time employees working less than thirty five (35) hours a week are not eligible for any benefits.
No call policy : The ability of MSI to service its patients, as well as the efficiency of your fellow employees, depends upon your regular attendance. If you cannot report to work, you must notify your supervisor as far in advance as possible. You are required to report all unscheduled absences or lateness (greater than 15 minutes), by calling NO LESS THAN 30 minutes before your designated start time. You must speak directly with your manager, supervisor or general manager, and may not call in to other employees. If your manager is not available, you must leave a voice message on a general managers’extension. Managers and supervisors are required to document each call via email to the general manager. Each day you fail to properly report your absence or lateness will individually fall under our progressive disciplinary policy (written warning, suspension, termination). Failure to report absence prior to 30 minutes before your designated start time on three consecutive or non consecutive days is cause for discharge without notice.
If you have more than three unexcused tardiness s and/or absences during any 3 month period, even if you properly call in, you will be notified in writing that you will be placed on a probationary period of 3 months. If you fail to arrive to work, or are tardy greater than 15 minutes after a written warning, you will be suspended for one day without pay and probationary period will be extended for 90 days from last event. A second lateness or absence after the second warning will result in immediate dismissal. Excused absences are defined below:
- Excused Absences
- Employees may, at management’s discretion, receive permission to miss work for personal reasons, if they fill out a written request at least two weeks prior to their planned absence. This permission may be denied for reasons of proper staffing of function of MSI business, or if the employee has unexcused absence in the last 3 months, or if the employee fails to maintain an average of 35 hours per week. Requests off with less than 2 week notice will require documentation.
- Absences may be deemed excused if the employee has been to jury duty, had a personal or family medical emergency, death in the family as covered by the company bereavement policy, or other extraordinary situation. The employee should be prepared to prove to MSI, with documentation, the nature of the emergency and why this caused the employee to be absent.
- If permission is granted, then the absence shall be considered an excused absence. No disciplinary action will be taken in this event.
- A doctor note is required if you absence for two or more consecutive days or your absence will be considered unexcused.
- Unexcused Absence Incidents An absence incident will be unexcused if any of the following is true;
- The employee misses a day of work or is late greater than 15 minutes without calling in at least 30 minutes before their schedule start time and/or without proper documentation.
- An employee leaves work early without a supervisor’s or manager’s permission, or is late returning from lunch.
- If the reason given is not an emergency, or is within the control of the employee, including but not limited to car or transportation issues, arrest of him/herself or relatives, other employment or conducting business other than that for MSI, etc. For example, you are expected to pay all fines, parking tickets, and in general not to break the law; if you miss work for these reasons they will not be excused.
- Failure to report an absence by not calling more than 30 minutes prior to designated start time on three (3) consecutive days us cause for discharge.