3. Wage and Hour Policies

3.1  Attendance Policy

Employee attendance is extremely important to the success of RBC Enterprises. All employees should regard coming to work on time, working their shift as scheduled, and leaving at the scheduled time as essential functions of their jobs. Good attendance habits form an integral part of every employee’s job description. Attendance is monitored, and poor attendance will result in disciplinary action.

If you are going to be late or absent, please call at least 30 minutes before your shifts starts (see sections 3.1.1 and 3.1.2 for call-in numbers). You may contact your supervisor directly, but you must also call the noted call-in number.

You may be required to provide documentation of any medical or other excuse for being absent or late where permitted by applicable law.

RBC Enterprises reserves the right to apply unused vacation, sick time, or other paid time off to unauthorized absences. Absences resulting from approved leave, vacation, or legal requirements are exceptions to the policy.

3.1.1  Call-In Number—Detroit Steel Processing

Please call 313.491.3350. If it is before we open, you may leave a voice message in the general mailbox.

3.1.2  Call-In Number—Detroit Tubing Mill

Please call 313.491.8823 extension 222. If no one answers the main line, please press # during the recording and then enter 222.

3.2  Job Abandonment

If you fail to show up for work or fail to call in with an acceptable reason for the absence for a period of three consecutive days, you will be considered to have abandoned your job and voluntarily resigned from RBC Enterprises.

3.3  Compensation

At RBC Enterprises, pay depends on a wide range of factors, including pay scale surveys, individual effort, profits, and market forces. If you have any questions about your compensation, including matters such as paid time off, commissions, overtime, benefits, or paycheck deductions, speak with your supervisor.

3.4  Paycheck Deductions

RBC Enterprises is required by law to make certain deductions from your pay each pay period. This includes income and unemployment taxes, Federal Insurance Contributions Act (FICA) contributions (Social Security and Medicare), 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 number of exemptions you list on your federal Form W-4 and applicable state withholding form. You may also authorize voluntary deductions from your paycheck, including contributions for insurance premiums, retirement plans, spending accounts, or other services. Your deductions will be reflected in your wage statement.

The Company will not make deductions to your pay that are prohibited by federal, state, or local law. If you have any questions about deductions from your pay, contact your supervisor. You will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law. If an error is found, you will receive an immediate adjustment, which will be paid no later than your next regular payday.

3.5  Direct Deposit

RBC Enterprises encourages all employees to enroll in direct deposit. If you would like to take advantage of direct deposit, ask Human Resources for an application form. A voided check or direct deposit instructions from your financial institution will be required.

If you have selected the direct deposit payroll service, you will still receive a pay stub in lieu of a live check.

3.6  Recording Time

RBC Enterprises is required by applicable federal, state, and local laws to keep accurate records of hours worked by certain employees. To ensure that the Company has complete and accurate time records and that employees are paid for all hours worked, non-exempt employees are required to record all working time using a time clock. Exempt employees may also be required to track days or time worked. Speak with your supervisor for specific instructions.

You must accurately record all of your time to ensure you are paid for all hours worked, and must follow established Company procedures for recording your hours worked. Time must be recorded as follows:

• Immediately before starting your shift.
• Immediately after finishing work.
• Immediately before and after any other time away from work.
• Immediately before and after leaving Company premises for non-work-related activities.

You are expected to be at your work station at the start of your shift. Notify your supervisor of any pay discrepancies or unrecorded or mis-recorded work hours. Falsifying time entries is strictly prohibited. Falsifying time entries includes working “off the clock.” If you falsify your own time records, or the time records of co-workers, or if you work off the clock, you will be subject to discipline up to and including termination. Immediately report any employee, supervisor, or manager who falsifies your time entries or encourages or requires you to falsify your time entries or work off the clock.

3.7  Accommodations for Nursing Mothers

RBC Enterprises will provide nursing mothers reasonable unpaid break time to express milk for their infant child(ren) for up to one year following the child’s birth.

If you are nursing, you will be provided with a space, other than a restroom, that is shielded from view and free from intrusion from co-workers and the public.

Expressed milk can be stored in a personal cooler. Sufficiently mark or label your milk to avoid confusion for other employees who may share the refrigerator.

Break time should, if possible, be taken concurrently with any other break time already provided. If you are non-exempt, clock out for any time taken that does not run concurrently with normally scheduled rest periods, and such time will be paid in accordance with federal law.

You are encouraged to discuss the length and frequency of these breaks with your supervisor.

This policy applies only to employees classified as non-exempt under the Fair Labor Standards Act.

No provision of this policy applies, or will be enforced, if it conflicts with or is superseded by any requirement or prohibition contained in a federal, state, or local law, or regulation.

3.8  Meal and Rest Periods Policy

RBC Enterprises strives to provide a safe and healthy work environment and complies with all federal and state regulations regarding meal and rest periods. Check with your supervisor regarding procedures and schedules for rest and meal breaks. If you know in advance that you may not be able to take your scheduled break or meal period, let your supervisor know; in addition, notify your supervisor as soon as possible if you were unable to or prohibited from taking a meal or rest period.

3.9  Overtime

If you are non-exempt, you may qualify for overtime pay. All overtime must be approved in advance, in writing, by your supervisor.

At certain times RBC Enterprises may require you to work overtime. We will attempt to give as much notice as possible in this instance. However, advance notice may not always be possible. Failure to work overtime when requested or working unauthorized overtime may result in discipline, up to and including discharge.

Unless otherwise required or exempted by law, overtime pay of one and one-half times your regular rate of pay is paid for any hours worked in excess of 40 hours in a workweek. Holidays, vacation days, and sick leave days do not count as time worked for computing overtime.

3.10  Pay Period

At RBC Enterprises, the standard pay period is weekly for all employees. Pay dates are Thursday. Special provisions may be required from time to time if holidays fall on pay dates. Check with your supervisor if this type of date arises.

Review your paycheck for accuracy. If you find an issue, report it to your supervisor immediately.

3.11  Wage Disclosure Protection

In accordance with Michigan law, RBC Enterprises will not:

• Require you, as a condition of employment, to refrain from disclosing your wages;
• Require you to sign a waiver or other document that proposes to deny you the right to disclose your wages; or
• Discharge, formally discipline, retaliate, or otherwise discriminate against your job advancement for disclosing your wages.

However, if you have access to or knowledge of the compensation information of other employees as a part of your essential job functions, you may not disclose that information to individuals who do not otherwise have access to it, unless the disclosure is:

• In response to a formal complaint or charge;
• Part of an investigation, proceeding, hearing, or action, including an investigation conducted by the Company; or
• Consistent with the legal duty of the Company to furnish information.

If you believe that you have been discriminated or retaliated against in violation of this policy, immediately report your concerns to Human Resources.

Nothing in this policy will be enforced to interfere with, restrain or coerce, or retaliate against employees regarding their rights under the National Labor Relations Act.