Unless otherwise defined by the applicable Union Contract, employees are classified, for compensation, overtime and benefits purposes as follows:

*Full-Time Employee: Employees who work 40 hours a week on a regular basis. A fulltime regular employee can be either “exempt” or “nonexempt” as defined below. Full-time employees are expected to work the days of the week and hours of the day needed by the Company. For medical benefits, only, full time means employees who work 30 hours a week on a regular basis.

*Part-Time Employee: Employees who work less than 40 hours a week on a regular basis. A part-time regular employee can be either “exempt” or “nonexempt” as defined below. The Company will try to accommodate individual requests to work certain days of the week and certain hours of the day, however all employees must be prepared for exceptions due to unexpected business needs. There is no guarantee of a minimum or a maximum number of hours.

*Temporary Employee: Either a full-time or part-time employee who was hired to work for a specific length of time or on a specific project or assignment. A temporary employee can be either “exempt” or “nonexempt” as defined below.

*Nonexempt Employee: Employees who are required to be paid overtime receive it at the rate of time and one-half for all work performed over 40 hours per work week. Double-time will be paid at the rate of twice the normal rate of time on times and days set forth in the applicable Union Contract. Time not actually worked, i.e., PTO or personal, is not calculated into the 40 hours per work week for overtime or double-time pay purposes.

*Exempt Employee: Employees who are not required to be paid overtime, as defined by applicable federal and state wage and hour law, may work beyond 40 hours per work week. Examples of such employees are executives, outside sales personnel, managers and supervisors and other administrative positions.

The Company determines the exempt or nonexempt status of a position based on its understanding of the law. If you have questions about your exempt or nonexempt status, you are encouraged to raise them. Your classification may change as your position or job duties change.