OVERTIME POLICY

Overtime
Overtime should only be assigned in those situations where the responsible supervisor
is convinced that the work is essential to meet established schedules or deadlines.
Continuous overtime over a period of time indicates that additional personnel may be
required in a department. Advance notice of overtime will be given to employees
whenever possible; however, employees should be aware that conditions arise that
do not permit advance notification. As a condition of employment, employees are
expected to work scheduled overtime as required. Exceptions to this are identified
below.

Notification
An employee who is not able to work overtime, after having been given notification,
must inform his or her supervisor as soon as possible. Employees may be released
from mandatory overtime, without being disciplined, only if they can provide a
compelling reason for not working. An unwillingness to work overtime as a pattern of
behavior, or refusal to work without giving a compelling reason when notified of
overtime, may subject the employee to disciplinary action up to and including
discharge.
Employees who determine that they need to work overtime must receive approval
from their supervisor in advance of working the overtime hours. This must be done
in writing prior to the overtime hours beginning. Should overtime be worked
without prior approval, written documentation stating the business reason for the
overtime must be submitted within one working day of the time the overtime is
worked to the approving supervisor.

Overtime Pay
WFS is committed to providing employees with all leave required by federal and
applicable state law. This policy sets forth the rights of eligible employees under
federal law. Employees should contact the Human Resources Department to receive
an explanation of state law rights.

Overtime rates are applied to actual hours worked on WFS business and are
determined as follows:

• The time worked in excess of 40 hours in one work week will be paid at the
rate of time and one-half the hourly rate of the non-exempt employee.
• The work week is the same as our pay period weeks, which run from Sunday
through Saturday.
• Holiday pay, leave without pay, and personal leave hours are not counted as
hours worked when computing overtime pay.

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 • Hours worked on a company observed holiday will be paid at a rate of time
and one-half the hourly rate for all hours worked, in addition to holiday pay.

Travel and Overtime

When a non-exempt employee is required to travel in connection with a work
assignment or pre-approved training, the employee will be paid at the employee's
regular rate of pay.
An employee will be paid for all hours actually traveled up to, but not beyond,
checking in for lodging. The employee will be paid for all work performed and
documented at the lodging site. If no work is performed, all time spent in lodging is
considered "off-duty."
Time worked away from the WFS premises at WFS’s request is considered time
worked and all overtime rules for non-exempt employees apply.
Additional lodging or per diem expenses caused by these delays will be reimbursed by
the WFS. If a significant delay occurs, the employee must contact the appropriate
supervisor immediately to minimize inconvenience to the employee, disruption of
service to our customers, or absence from required training.

Unauthorized Overtime
All non-exempt employees must accurately track and record their hours worked each
day and must report in writing all time worked completely and accurately on a weekly
basis. Non-exempt employees may not waive overtime pay for overtime hours worked.

Non-exempt employees may not work overtime without supervisor authorization. Non-
exempt employees, who work overtime without their supervisor's authorization may
result in disciplinary action.
Under no circumstances may a supervisor allow a non-exempt employee to work
overtime without compensating that employee for hours worked. A supervisor who
allows an employee to work overtime without compensation may be subject to
disciplinary action up to termination of employment. All sanctioned overtime must
have the approval of the individual department managers.
Time Off and Overtime
Absences covered by paid or unpaid personal leave, are not considered as time worked
for the purpose of calculating overtime. Absences covered by jury duty or WFS-
sanctioned holiday are not considered as time worked for the purpose of calculating
overtime.

An exempt employee will not be compensated for travel time after scheduled working
hours or on weekends.