Well here’s what’s in the Book
REST BREAKS
In addition to meal periods, employees are provided rest breaks in accordance with state law. Generally, employees are provided the opportunity to take one 10-minute rest break for every 4 hours worked. Employees in California, Nevada, Oregon, and Washington are provided the opportunity to take one 15-minute rest break for every 4 hours worked. Employees must be relieved of duty during a rest break, which should be taken away from the employee's workstation or area. Driver employees may take their rest breaks in the tractor, as long as they do not perform any work during the break time. The rest break should be taken somewhere in the middle of the 4-hour period and may not be combined, accumulated for later use or added to the meal period. Breaks should not be taken at the very beginning or the very end of the workday. An unauthorized extension of the specified amount of rest break time will be deemed as a violation of company policy and will subject an employee to corrective action.
Each location may or may not have scheduled rest break times for each employee. Employees should not clock out for rest breaks. Time spent on rest breaks is part of each employee's workday, and
no deduction from pay is taken for the rest break time. Employees are expected to be punctual in starting and ending their rest breaks. Employees who forfeit their rest breaks, where allowed by law, are not entitled to leave work before their normal shift is over.
CORRECTIVE ACTION
Employees are expected to comply with our Meal Periods and Breaks policy. Hourly-compensated and staff nonexempt employees who
- miss a meal period; or
- take a short meal period* (generally defined as less than 30 minutes); or
- take an untimely meal period or rest break; or
- who otherwise do not comply with the applicable Meal Periods and Breaks policy.
will be subject to progressive corrective action for failure to follow instructions, which will be administered as set forth below
Corrective action will accumulate over a rolling 180-day timeframe and should follow this chronology, for a collection of any of the above-listed violations:
· 2 Coaching Sessions
· 1 Written Corrective Action
· 1 Critical Written
· 1 Critical Written with 3-day Suspension
· Termination
In addition to the above, mileage-compensated, hourly-compensated, and staff nonexempt employees may also be subject to immediate termination for
compensated time violations.
Although corrective action should be issued on a timely basis, there may be times when it is not practical to discuss corrective action with the employee prior to another occurrence. For example, an employee may take a short meal period one day and be out of the office the next day. They may then take another short meal period on the day of their return. In these instances, the appropriate corrective action as outlined for the number of violations will still apply. This could generate more than one corrective action being issued at the same time, up to the Critical Written/3-day Suspension step. As of September 15, 2011, the Critical Written/3-day Suspension step must be imposed prior to terminating an employee for Meal Period and/or Rest Break violations. HR Advisors must be involved at the Critical Written step or higher.
End quotes from manual
