KBP wants to make sure all employees are paid accurately and correctly for their work and also wants to comply with all federal, state, and local laws.

Compensable work time for non-exempt employees, is the time employees perform the principal activities of their job on behalf of KBP or are on duty during a scheduled shift. Some activities (such as training or meetings) may, depending on the circumstances, be considered compensable working time. Employees are provided short breaks throughout the day, which they are encouraged to use fully. Any break less than 20 minutes will be paid.

Employees are expected to accurately track and report all time spent working. Employees are also expected to review their time and notify their supervisor immediately if there are any errors.

Any time working outside of a scheduled shift must be authorized and approved by the employee’s manager in advance. Similarly, no off-duty work for KBP may be performed without prior approval and authorization, including on personal or company devices. This is to ensure that all employees are properly compensated. If employees perform such work without prior approval, they will be paid for all time worked, but may be subject to disciplinary action, up to and including separation of employment.

Safe Harbor

KBP pays exempt employees, as defined by the FLSA and/or applicable state law, a predetermined amount of compensation each pay period without deduction, subject to specific exceptions. Employees classified as exempt who believe that KBP has improperly deducted amounts from their salaries should immediately contact hrsupport@kbpbrands.com. If KBP determines that the deduction was improper, the employee will be reimbursed for the deduction on his or her next regular paycheck. KBP will assume a deduction is proper unless otherwise alerted by an employee.

Deductions will not be made for:

• Quality or quantity of work.
• Absences of less than a full workweek occasioned by the Company or by the operating requirements of the business.
• Absences of less than a full workweek caused by jury duty or attendance as a witness in a judicial proceeding, however, the Company may offset against the regular salary any amount paid as jury or witness pay.
• Absences of less than a full workweek caused by temporary military leave, however, the Company may offset against the regular salary any amount paid as military pay.
• Partial day absences for personal reasons or because of sickness or disability.