Our company is legally required to pay exempt employees—those who are not entitled to earn overtime—on a salary basis. This means, among other things, that exempt employees must receive the same pay for each week in which you perform work, regardless of the quantity or quality of work performed, and regardless of how many hours you actually work, unless an exception applies. (For information on which employees are exempt, see Section 5:3 of this Handbook.)

(For information on which employees are exempt, see our 'Exempt and Non-Exempt Employees' Section of this Handbook.)

(For information on which employees are exempt, see our 'Exempt and Non-Exempt Employees' Sub Section from 'Employee Classifications' section of this Handbook.)

Company policy prohibits docking the pay of an exempt employee—that is, paying the employee less than their full regular salary—except in the following circumstances:

• You serve an unpaid disciplinary suspension of at least one full day, imposed in good faith for violating a workplace conduct rule.
• You violate a safety rule of major significance, and the amount docked is imposed as a penalty for that violation
• You take at least one full day off for personal reasons other than sickness.
• You take time off to serve on a jury, as a witness, or in the military; you receive money for jury fees, witness fees, or military pay; and the docked pay is an offset of only the money received.
• You start/end your employment with Play-Well midweek (e.g., if you do not start work first thing Monday morning, or finish employment at the end of the work day on Friday).
• You take unpaid leave pursuant to the Family and Medical Leave Act.

If you are an exempt employee and you believe that pay has been improperly deducted from your salary in violation of these rules, please contact Human Resources. Your complaint will be investigated and, if we find that your pay was improperly docked, you will be reimbursed for any amount that should not have been withheld.