7. COMPENSATION
7 A. WORK SCHEDULE: All employees should be prepared to begin work when they punch in. This may require you to arrive a few minutes prior to your shift to get yourself prepared to start. Prompt and efficient service can only be provided only when there are enough people on hand to do the job. After clocking in, consult your supervisor to get your assignment and know your priorities for the day. (ONCE AN EMPLOYEE CLOCKS IN THEY MUST BE READY TO WORK, THIS MEANS IF YOU NEED TO CHANGE, OR PUT YOUR PERSONAL ITEMS AWAY, ETC., YOU MUST DO THIS PRIOR TO CLOCKING IN)
Normal business hours (EMPLOYEE WORKING HOURS) are considered to be 9:00 AM until 8:00 PM, Monday through Sunday , unless otherwise scheduled by Management. (Peak Season work hours are 7am-11pm).
Customer posted store hours are: Mon 10-6 Tues 10-6 Wed, Thurs 11-6, Fri, Sat, Sun 11-5.
Management will determine your work schedule. Any change to your scheduled times MUST be approved in advance
New work schedules are posted. Through our scheduling system: wheniwork.com by Friday prior to the applicable week. All employees are granted access to wheniwork and given a username and password. It is the Employees obligation to check the website for their schedule, messages, and updates. If an employee has added & allowed it, the system will / can email/ text you when a schedule is posted, a change is made, or there is a message.

7 B. TIME PUNCH: . You must punch in and out on the runit (under sell it- go to FILE >TIMECLOCK) . You are not permitted to punch in or out for anyone other than yourself (excluding management and supervisor personal. Since your wages are based on your hours worked, it is critical that you clock in and out properly and verify information stated when using timeclock. If there is a problem or concern, refer to management. If management is not available, Contact management by phone and inform them.
Please note all payroll information needed, such as Copies of W2’s, Paystubs and payroll check registers are to be accessed by employees themselves. If an employee does not have internet access, they may make a request to use computer at the store. If permission is granted by management (one time use for each permission/request), they may use the internet at the store while off the clock. To access this information for the first time you will need to visit:
http://96.84.16.17/webpay1.dll Click on EMPLOYEE LOGIN, Your username will be: A44__________=Employee Number, Password= Employee number and last four of your ss# When you login for the first time, it will ask you to change your password.
Note: Miami Uniforms will not have access to this password and will not be able to forward it to you in the future, Please keep your password in a safe place. Please do not save your password to a computer for safety purposes.
If you forget your password in the future, you can request to management to reset the password back to your first time login password. Please allow 5 working days to reset this.
7 C. ABSENCE: Reliable, consistent attendance is a requirement and essential function of all staff positions. Employees are expected to be punctual and dependable in order to meet the needs of their department. When employees are absent of tardy, work and services are interrupted ,an additional burden is placed on coworkers. Attendance and reliability factors in evaluation individual performance and continued employment.
Last minute emergencies/Illness - ALL employees MUST call an Owner (305) 484-4811 AS SOON AS POSSIBLE (preferably 24 hours in advance) if they are not able to report for work at the scheduled time. Texting is not an acceptable form of contact. Miami Uniforms needs ample time in order to cover the shift of that person. (Owner’s numbers are listed above at 1.C). If you are unable to get a person on the phone at the first number you call, leave a message and call the next number. Continue trying each number to speak to someone.
EXCESSIVE FAILURE TO REPORT TO WORK WILL NOT BE TOLERATED. REMEMBER: NO SHOW, NO CALL, NO JOB!

Tardiness - ALL employees MUST call an Owner first (if not available- leave message, then call store and leave a message for management) AS SOON AS POSSIBLE if they are not able to report for work within 10 minutes of their scheduled start time. EXCESSIVE TARDINESS WILL NOT BE TOLERATED.

Time Off –Employees needing any amount of time off from their usual work schedule (this includes a day off, needing to leave early or come in late) must fill out a “request at least 12 days in advance through our scheduling system: wheniwork.com or app. The manager will let you know if your request was granted (by reply thru the scheduling system). The decision is based on how important (ex. medical emergencies, priorities, etc), if it can be rescheduled, peak seasons, busy days and other requests for time off. Miami Uniforms will always do everything possible to grant a request. Once a schedule is posted, there will not be any changes unless approved by management and in writing.

7D. Rest breaks & Lunch breaks
All employees scheduled to work for at least 4 hours are permitted a 10-minute rest break to be scheduled by management. However, Employees under the age of 18, whom work 4 or more hours are required to take a ½ hour Lunch break every 4 hours of work.
All employees scheduled to work for at least 6 hours are required to take a 30-minute lunch break.
All non-management personnel will have the 30 minute lunch break deducted from their time card.
All employees scheduled to work 8.5 hours or more, will be required to take in addition to their 30-minute lunch break, a 10-minute rest break to be scheduled by management.
Lunch times are listed on your schedule, if for some reason your lunch time is not listed, please see management. Lunch times can change due to business, emergencies, and/or employee circumstances. When employees are on lunch break &/or off the premises, they are off the clock.
Lunch breaks and rest breaks must be taken OUTSIDE of the store. This allows employees to recognize whom is available to work when needed, helps customers also recognize whom they can ask for help. Most importantly, FOOD IS NOT ALLOWED ANYWHERE IN OUR STORE, with the exception of the Microwave, Fridge and on the Lunch table. The lunch table is to be kept outside. We are a small retail clothing store and cannot allow food in our store. Therefore, Lunch/Meal Breaks must be eaten outside on the lunch table or off the premises.

7E: OVERAGES: Any Employee whom is about to or needs to go over their scheduled daily hours more than 15 minutes must have management personnel approve this overage prior to it happening by written signature and explanation on the posted schedule. Any Employee whom goes over their scheduled weekly hours by more than 45 MINUTES must have management personnel approve this overage on the posted schedule with signature, explanation, and allotted overage time. It is the employee’s responsibility to follow their schedule and not clock in prior to their scheduled time or clock out later than their scheduled time unless authorized by management with signature of approval.
No employee will be allowed overtime hours unless scheduled for or written approval by management personnel by note and signature on posted schedule. Anyone not following this procedure will be in subject of disciplinary action up to and including termination.

7F. PAY:Our standard work period is Monday through Sunday. Pay Day being the following Friday after the two week work period at 5:00pm. Pay is Bi-Weekly. When pay days fall on holidays, paychecks normally are distributed the following business day. Pay is distributed by check. At this time we do not cash checks (unless preauthorized by management and done only by management) or do direct deposit.
Checks will be held by the cashier Station B. Please see cashier after 5pm to pick up your check. Cashier will type up a “No cash Sale-open drawer form” stating that you are picking up your check. All paychecks not picked up within 3 days will be transferred to management’s possession. You will need to contact management for pick up.
Due to preparation and confirmation of correct hours and pay, checks cannot be given out earlier than this time unless prearranged in advance with Management and ability to do so by management.
Pay is based on hours worked minus lunch and rest breaks and mandatory deductions. Deductions include federal or state withholding tax and other withholdings.
Some positions involve occasional or periodic overtime work; employees must work overtime as required by their supervisors. Employees may not work overtime hours unless scheduled to or approved in writing. Overtime is paid by time and a 1/2 as required by the State of Florida.
Notify management if a paycheck appears to be inaccurate or if it has been misplaced. The company reserves the right to charge a replacement fee and stop payment fee for any lost paychecks.

7G RESIGNATION As at-will employees, employees may resign their position at any time. However, a written notice of resignation is preferred. The written notice of resignation should be submitted to management with the effective date of separation. A two week notice is preferred to provide a sufficient time to fill the position.
Exit interview: The company may request an exit interview upon notice of termination. The purpose of the exit interview is to complete necessary forms, collect company property, and to discuss employment experiences with the company.
7H: ON-CALL: If your schedule indicates “on call”, this means you must call in 6 hours before your scheduled time (if 6 hours before falls into non store hours, then you must call the day before 1 hour before closing) that call must be made to Jeanette, as she is the only person who call determine the schedule. Employee must be ready to work if told they are to come at that scheduled time. Workers are prohibited from engaging in activities that may impair their ability to perform their job duties. If an employee is scheduled “on call” and does not call in, this is considered a “no call, no show” for scheduled time and may result in disciplinary action including termination.
7I. Performance evaluation is an on-going process conducted by management.
Formal written evaluations of work performance will be completed for all employees by management at least once a year. Evaluations may or may not be discussed with employees.
When evaluations are discussed, the purpose is to discuss strengths, possible areas for improvement, and goals for the following year.
Unsatisfactory performance may result in disciplinary action including possible termination of employment. Employees whom want to see what they are being evaluated on may obtain a blank copy of the evaluation form.
7J Corrective Counseling Notices
We believe that our employees will quickly correct any lapse in their work or violations of policies, if these problems are brought to their attention in a professional, cooperative manner that assumes they want to improve. Therefore, every effort will be made through corrective counseling to assist an employee in overcoming deficiencies or failures he or she may have in following policies and procedures.
The employee's signature is obtained on the corrective counseling report form following each counseling session. The signature is not an admission of guilt but rather an indication that the employee has been counseled by his or her supervisor and has read the report. The employee is given the opportunity to attach a statement or any comments that he or she wishes to make in response to the corrective counseling report. Such a statement is made part of the employee's personnel file along with the corrective counseling report prepared by the supervisor for the employee.
Supervisors will generally initiate each step of corrective counseling within 10 days of learning of an employee's problematic behavior, or as soon thereafter as possible.
If a counseling notice is given and the employees have not overcome the deficiency or fails to follow the policy or procedure on the counseling notice (effective immediately after counseling session) employee is subject to disciplinary action which includes disciplinary notice, suspension or termination.
Employees may not have a counseling notice written up for them and instead may have a disciplinary action taken if employee was made aware of the situation by previous verbal instruction or within employee policies or manuals.
7K DISCIPLINARY NOTICES
• Disciplinary notices are notices meant as Critical Warnings. Disciplinary notices may be given as a verbal warning (employee may not even see notice), written warning or final notice. This notice is issued to employees who have not corrected the behavior outlined in a counseling notice or have exhibited more serious problematic behaviors. A final warning may result in a suspension. A final warning is also the last step before termination. Employees may receive a final warning if other offenses were written up for a disciplinary notice-verbal or written warning and they have exhibited another issue that has to be corrected.
• Record in the Employee's Personnel File
A copy of all formal corrective counseling will be filed in the employee's active personnel file and does remain as a permanent part of the record. Should twenty four consecutive months pass without further corrective action, previous corrective actions will normally not be considered when determining future corrective action.
8. BENEFITS

8A. BONUS DAYS:
Full-Time employees (Permanent full time employees of 25 hours or more a week on a permanent basis [Not seasonal] & Hired as full time) will receive per year bonuses for the following:
-After completing 6 months of employment: Bonus for 4th Thursday of November, December 25
-After completing 12 months of employment: Bonus for Jan 1st, Feb. 1st, 4th Thursday of November, December 25
-After completing 24 months of employment: Bonus for Jan 1st, Feb 1st, 4th of July, 4th Thursday of November, Dec. 25
-After completing 4 years of employment: Bonus for Jan 1st, Feb 1st, June 1st, 4th of July, 4th Thursday of November, Dec. 25
--After completing 6 years of employment: Bonus for Jan 1st, Feb 1st, June 1st, September 1st, October 1st, 4th of July, 4th Thursday of November, Dec. 25
Part-Time employees (Permanent [Not temporary or seasonal] employee are eligible for the following bonus days:
-After completing 6 months of employment: Bonus for 4th Thursday of November, December 25
Bonus can be equal to a specific amount to replace one day of work, (normally 4-7 hours of hourly pay) to be determined by Owner.
Bonus Days cannot be overlapped with vacations or sick leave. You cannot be paid twice for the same day. In order to be paid for the above bonus days, the bonus day must fall on a normal work day and the employee must work within 3 days before and 3 days after that day.

8.B. Sick Leave:
Miami Uniforms is offering the following sick days:
Full-Time employees (Permanent full time employees of 25 hours or more a week on a permanent basis [Not seasonal] & Hired as full time) who have completed Two years of employment and cannot be taken until the following January will receive 3 Paid sick Days.. In addition to the 3 days, if an employee is hospitalized for 5 or more days, Miami Uniforms will (in addition to the three days) pay for two more sick leave days. Employee must show proof of being hospitalized, as well as been in the hospital for 5 consecutive days. This must be requested in writing immediately after returning to work.
Part-Time employees (Permanent [Not temporary or seasonal] employee are eligible for the following sick days: After completing 1 year of employment, are eligible for 1 paid sick day
The three sick days are from Jan. 1st to Dec. 31st. These days can NOT be used as request for time off (must prove it’s an actual sick day request for time off, this is not a vacation day). If these days are not used, they cannot accrue for the following year, therefore must be used within its current year (Jan 1st to Dec 31st). The purpose for these sick days is for employees not to feel the necessity to report to work when they are sick or contagious. It is Miami Uniforms will that all employees have the time to rest and recoup from any injuries or illnesses, as well as offer a germ free (non-contagious) work place.
This must be requested in writing immediately after returning to work.
COVID VIRUS: Any employee whom has been diagnosed with the Covid virus, will receive One (1) week paid time off in addition to the above.

8C: Personal Days:
Miami Uniforms is offering the following personal days:
Full-Time employees (Permanent full time employees of 25 hours or more a week on a permanent basis [Not seasonal] & Hired as full time , Who have completed 7 years of employment, will be eligible for 3 Personal Days. The three leave days are from Jan. 1st to Dec. 31st. These days can be used as request for time or for actual sick days. If these days are not used, they cannot accrue for the following year, therefore must be used within its current year (Jan 1st to Dec 31st). The purpose for these days are for employees not to feel the necessity to report to work when they are sick or contagious or allow them time for personal appointments and responsibilities. This must be requested in writing as well as the time off request area of the scheduling app. These must be must in advance with a minimum of 10 days. We reserve the right to deny any specific day off where the company may be short handed or in need of specific help.
These days CAN NOT be combined with vacation days.

8D: Bereavement leave will be granted unless there are unusual business needs or staffing requirements. Bereavement leave cannot be used in conjunction with sick leave. Sick leave can only be used for employee’s personal sick day or medical needs. Paid bereavement leave is granted according to the following schedule:
Employees are allowed 3 days of paid leave in the event of the death of the employee’s spouse, child, father, father-in-law, mother, mother-in-law, brother, sister stepfather, stepmother, stepbrother, stepsister, stepson, or stepdaughter.
Employees are allowed 1 day of paid leave in the event of death of the employee’s brother-in-law, sister-in-law, son-in-law, daughter-in-law, aunt, uncle, grandparent, grandchild or spouse’s grandparent.
Employees are allowed up to four hours of bereavement leave to attend the funeral of an employee or retiree of the company.



8.E. Vacation
Full-time employees (AVERAGE PER YEAR OF 25 HOURS OR MORE A WEEK) completing one year of employment will receive one week paid vacation each year, After the following January. (FOR EXAMPLE IF HIRED IN JULY 2015, WOULD BE ELIDGIBLE JAN 2017). Vacation time can only be taken from January 1st to Dec. 31st and cannot accrue for the following year.
Full-time employees completing two years of employment will receive two weeks paid vacation each year. These weeks do not have to be consecutive, they can be broken in to two separate weeks during the year or taken together one time during the year. Vacation time can only be taken from January 1st to Dec. 31st and cannot accrue for the following year.
Full-time employees (AVERAGE PER YEAR OF 25 HOURS OR MORE A WEEK) completing four years of employment will receive Three weeks paid vacation each year, After the following January. (FOR EXAMPLE IF HIRED IN JULY 2015, WOULD BE ELIDGIBLE JAN 2017). Vacation time can only be taken from January 1st to Dec. 31st and cannot accrue for the following year. 3 weeks cannot be consecutive weeks, must be taken in 2 or more parts.
Vacation should be requested and approved as far in advance as possible, preferable not during peak business times.
Vacation hours are based are average hours per week.
8.F. Bonuses
Full-time employees completing 6 Months of employment will receive bonuses on School season or November and/or End of the year bonus. This Bonus is based on season sales and 0% injuries in reference to our safety incentive program.
Full-time and Part-time employees completing 1 & 3 years of employment may receive special bonuses.
All bonuses are based on sales. This means bonuses are given as long as sales allow us to give bonuses. Please see management to approve these in advance. OUR COMPANY WILL NOT GIVE OUT BONUSES IF WE ARE FINANICALLY IN DEBT TO VENDORS. OBVIOUSLY, WE ALWAYS OWE MONEY, BUT IF WE ARE PAST DUE 60 DAYS OR MORE WITH ANY VENDOR, WE HAVE TO PAY OUR VENDORS FIRST!
On Call Bonus: Permanent part time and full time employees (who were not hired as on call staff) are eligible to receive a bonus if they were on call and called in more than 10 times in one year. Employee must present the on call days and make a written request for their bonus by Dec. 31st each year.