14 4.4 Introduction to Wage and Hour Policies Introductory Period: All employees serve a 60-day introductory period upon hire. This gives both you and the company an opportunity to evaluate your performance and determine if the new job is suitable for you. It is important to emphasize that completion of the introductory period does not guarantee employment for any given amount of time. Our employment at-will policy remains in effect both before and after the introductory period. During this period, you may be terminated at any time for any reason with or without written warning. After successfully completing the introductory period, all future disciplinary actions will be handled in accordance to the procedures outlined in the company's Standard Operating Procedures. Full Time: Full time employees are often scheduled for at least 30 hours per week. During busy times of year, full time employees are often scheduled for significantly more time. Part Time: Part time employees are typically scheduled for fewer than 30 hours per week. Short Term Employee: Employees who were hired for a specific short‐term project or to help meet business needs. Short‐term employees generally are not eligible for company benefits, but are eligible to receive statutory benefits. Employees are also classified as either "Exempt" or "Non-Exempt." Exempt Employees meet certain qualifications of the Fair Labor Standards Act and are not entitled to overtime pay. Non-Exempt employees are eligible for overtime pay. Employees are paid bi-weekly on Fridays for the pay period ending the previous Saturday. Training Pay During your training, you will receive a training base rate that may be different than your regular pay, but will not be less than the state's minimum wage requirements. Overtime Depending on your position, you may need to frequently work overtime hours to meet the needs of our clients. This is especially true during the busiest months of the year. All overtime hours must be approved by a supervisor. Overtime pay is granted to non-exempt employees at a rate of 1 ½ times your normal hourly rate for any hours worked in excess of 40 in a weekly pay period. Only actual hours worked are factored into the overtime calculation. Please speak with your supervisor if you have any questions on the overtime policy. 4.5 Paycheck Deductions New England Security is required by law to make certain deductions from your pay each pay period, including deductions for federal income tax, Social Security and Medicare (FICA) taxes, MA state income tax, MA Unemployment Tax, contributions to MA PMLA, and any other deductions required under law or by court order for wage garnishments. The amount of your tax deductions will depend on your earnings and the information you list on your federal Form W-4 and applicable state withholding form. Permissible deductions for exempt employees may also include, but are not limited to, deductions for full-day absences for reasons other than sickness or disability and certain disciplinary suspensions. You may also authorize certain voluntary deductions from your paycheck where permissible under state law. Your deductions will be reflected in your wage statement. If you have any questions about deductions from your pay, contact your Manager.
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