To determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, CDL classifies its employees as shown below. CDL may review or change employee classifications at any time.

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Exempt.

Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay.

Permissible Deductions from Pay for Exempt Positions: Deductions to pay must be made in full or half day increments. If an exempt employee works 4 hours during a day they must be paid for the full day. The few exceptions to the requirement to pay exempt employees on a salary basis are listed below.

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• Absences of one or more full days for personal reasons other than   

   sickness or disability when the employee has exhausted all vacation time,

   or the employee has requested leave without pay.

• Absences of half or full day due to sickness or disability when an

   employee has exhausted all paid leave benefits or is still in the

   probationary period as a new hire.

• Unpaid disciplinary suspensions of one or more full days in accordance

   with CDL’s policies.

• Deductions for unpaid leave taken in accordance with a legitimate

   absence under the Family Medical Leave Act.

• Deductions for the first and last week of employment, when only part of

   the week is worked by the employee.

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Nonexempt.

Nonexempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours worked.

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Regular, Full-Time.

Employees who are not in a temporary status and work a minimum of 30 hours weekly and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package and are subject to the terms, conditions, and limitations of each benefits program.

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Regular, Part-Time.

Employees who are not in temporary status and who are regularly scheduled to work fewer than 30 hours weekly, but at least 20 hours weekly, and who maintain continuous employment status. Part-time employees are eligible for some of the benefits offered by the company and are subject to the terms, conditions, and limitations of each benefits program.

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Temporary, Full-Time.

Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company’s full-time schedule for a limited duration. Employment beyond any initially stated

period does not in any way imply a change in employment status.

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Temporary, Part -Time.

Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work fewer than 30 hours weekly for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status.

The standard workweek is from Monday 12:00 a.m. until Sunday 11:59 p.m. and generally consists of 40 work hours. Office hours are 8:00 a.m. to 5:00 p.m., with up to a 60-minute lunch break. Individual work schedules may vary depending on the needs of each department.

Employees are entitled to a 30-minute unpaid meal break each day. If a nonexempt employee is required to work through a meal break, he or she will be paid for the 30-minute period. Employees are also entitled to two 15-minute rest periods each day. Meal and rest breaks will be scheduled by the department supervisor or manager.

All nonexempt employees are required to complete accurate weekly time reports showing all time actually worked. These records are required by governmental regulations and are used to calculate regular, and overtime pay. Employees must monitor and utilize their timesheet daily to ensure accurate time worked. At the end of each week, the employee will review the timesheet attesting to its correctness. Time sheets will be submitted by 7:00 am on the following Monday to the supervisor for review for accuracy and correctness. The Supervisor submits approved timesheets to the Payroll Department, no later than 8:30 am on Monday.

When required due to the needs of the business, you may be asked to work overtime. Overtime is actual hours worked in excess of 40 in a single workweek. Nonexempt employees will be paid overtime compensation at the rate of one and one half their regular rate of pay for all hours over

40 actually worked in a single workweek. Paid leave, such as holiday, vacation, sick, bereavement time, and jury duty does not apply toward work time. All overtime work must be approved in advance by a supervisor or manager.

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Deductions from Pay/Safe Harbor Exempt Employees

The Company does not make improper deductions from the salaries of exempt employees and complies with the salary basis requirements of the Fair Labor Standards Act (FLSA). Employees classified as exempt from the overtime pay requirements of the FLSA will be notified of this classification at the time of hire or change in position.

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Permitted deductions.

The FLSA limits the types of deductions that may be made from the pay of an exempt employee.

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Deductions that are permitted include:

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• Deductions that are required by law, e.g., income taxes.

• Deductions for employee benefits when authorized by the employee.

• Absence from work for one or more full days for personal reasons other       than sickness or disability.

• Absence from work for one or more full days due to sickness or disability     if the deduction is made in accordance with a bona fide plan, policy or         practice of providing compensation for salary lost due to illness.

• Offset for amounts received as witness or jury fees, or for military pay; or

• Unpaid disciplinary suspensions of one or more full days imposed in good

   faith for workplace conduct rule infractions.

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During the week an exempt employee begins work for the company or during the last week of employment, the employee will only be paid for actual hours worked. In addition, an employee may be paid only for hours worked during a period when the employee is using unpaid leave

under the Family and Medical Leave Act (FMLA).

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Improper deductions.

If an employee classified as exempt believes that an improper deduction has been taken from his or her pay, the employee should immediately report the deduction to the Human Resources Department. The report will be promptly investigated and if it is found that an improper deduction has been made, the company will reimburse the employee for the improper deduction.

CDL’s pay period for all employees is weekly on Friday. If payday falls on a federal holiday, employees will receive their paycheck on the preceding workday. Paychecks are directly deposited into your checking and/or savings accounts.

Business needs and other local, state and federal requirements make it necessary for CDL to maintain accurate, complete and current employee records. It is CDL’s policy to safeguard the confidentiality of employee records, reasonably, considering the needs of CDL and

sound business practices.

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Disclosure of information concerning present or former employees to people presently employed by CDL or to people outside the Company shall be handled with utmost discretion on a “need to know” basis in accordance to federal, state, or local laws. Any individual given access to such records shall safeguard them and shall maintain the confidentiality of information acquired.

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People in any way responsible for handling employee records or any element of data shall establish physical security safeguards and appropriate procedures to ensure that confidentiality is maintained, that no material is accessed by unauthorized persons and that unauthorized release,

transfer, duplication or alteration does not take place.

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You are allowed to access to review and comment on information retained in your personnel file, subject to the requirements of state and local laws. You should submit a written request to review your personnel file to the Director of Human Resources. The review will be handled by appointment during normal business hours, with a witness present.

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Personal information should be updated in UKG by the employee. Personal contact information should be kept up to date. Having an accurate record of this information helps CDL communicate with you and assists in the administration of your benefit package. Your failure to provide this information may result in discipline up to and including termination of your employment.

In all cases of voluntary resignation (one initiated by the employee), employees are asked to provide a written notice to their supervisors at least 10 working days in advance of the last day of work. The 10 days must be actual working days. Holidays and paid time off (PTO) will not be counted toward the 10-day notice. Employees who provide the requested amount of notice will be considered to have resigned in good standing and generally will be eligible for rehire.

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In most cases, Human Resources will conduct an exit meeting on or before the last day of employment to collect all company property, and to discuss final pay. If applicable, information  regarding benefits continuation  through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to the employee’s home address.

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Should it become necessary because of business conditions to reduce the number of employees or work hours, this will be done at the discretion of the company. See CDL’s Layoff and Recall Policy for more details.