2  Compensation & Performance

Wage & Salary Policies

  Call Back Pay
  Computing Pay
  Deductions From Paycheck (Mandatory)
  Deductions (Other)/Direct Deposit
  Error in Pay
  Overtime Pay
  Pay Period & Hours
  Reporting Time Pay
  Shift Premium
  Termination & Severance Pay
  Time Cards/Records
  Wage Assignments (Garnishments)

Performance & Compensation Reviews

  Performance Reviews
  Compensation Reviews

Work Schedule

  Absence or Lateness
  Attendance
  Breaks/Rest Periods
  Closure After Starting Time
  Closure Prior to Starting Time
  Excessive Absenteeism or Lateness
  Lunch Period
  Lunch Room Facility
  Record of Absence or Lateness
  Wash-Up Time


                        Wage & Salary Policies

[]  Additional information regarding the structure and implementation
of compensation programs is covered in the article Establishing the
Groundwork: Basic Wage and Salary Administration found in the
EmployeeManualMaker Reference Guide.

It is [Company]'s desire to pay wages and salaries that are
competitive with other employers in the marketplace in a way that will
be motivational, fair and equitable, variable with individual and
company performance and in compliance with all applicable statutory
requirements.

You are employed by [Company] and will be carried directly on our
payroll. No person may be paid directly out of petty cash or any other
such fund for work performed. The only exception to this policy is
where a contract relationship exists with a bona fide contractor.

Application

[Company] applies the same principles of fairness and external
comparability to all employees, regardless of organizational level,
sex, religion, national origin, age or race.

Basis for Determining Pay

Your pay is influenced by three factors:

1.  The nature and scope of the job

2.  What other employers pay their employees for comparable jobs

3.  Individual performance

Job Scope

Through a process called job evaluation, the scope, responsibility,
impact and required skills and abilities of each job at [Company] are
compared. The result is a relative ranking of all jobs, from high to
low. Job evaluation is independent of any employee or his performance.

External Comparability

Once jobs are ranked, jobs are compared with external market data.
Each job is assigned a range of pay, including a minimum and a
maximum. Periodically [Company] will examine the market conditions to
ensure ongoing comparability. Changes in pay ranges will be made as
needed and as the company can afford, to maintain market
comparability.

Individual Pay

An individual's pay within this range will depend on his sustained
performance over time. Each year every employee will have a
performance review with his manager or supervisor. During that review,
significant performance events that occurred throughout the year will
be discussed.

The overall performance rating will influence the wage/salary
adjustment.  Through individual performance and by increasing job
responsibilities and moving to higher level jobs, you have significant
impact on your pay.

Call Back Pay

[]  For phone availability/beeper status, some "on-call" compensation
should be considered.

[]  State law may specify minimum call-in/call-back times. In some
states, a minimum of 4 hours pay is required. Actual time worked may
be less, and overtime rates may apply. Check with your attorney on
your state and local laws regarding this and modify this policy
accordingly.

Occasionally, you may be asked to return to work after you have left
the premises for the day. If this occurs, you will be guaranteed a
minimum of two (2) hours of pay. If you work longer than two (2)
hours, you will be paid for the time you actually work.

Computing Pay

[]  This policy applies to salaried employees only, and should avoid
the confusion created when salaried employees, who may at times, work
1014 hour days, think that those hours should be the basis of their
pay.

Should you be one of our "salaried" employees whose pay is not based
on an hourly rate, there may be times when it is necessary to
compensate you for some daily or hourly pay. When this is necessary,
[Company] will compute your time on the basis of [an eight (8) hour
workday/ a forty (40) hour work week/ a fifty-two (52) week work year/
a twelve (12) month work year].

Deductions From Paycheck (Mandatory)

[]  Mandatory deductions include federal, state and local income tax
withholding, certain state disability deductions, authorized
deductions for health/life insurance, and tax deferrals.

[Company] is required by law to make certain deductions from your
paycheck each time one is prepared. Among these are your federal,
state and local income taxes and your contribution to Social Security
as required by law. These deductions will be itemized on your check
stub. The amount of the deductions may depend on your earnings and on
the information you furnish on your W-4 form regarding the number of
dependents/exemptions you claim. Any change in name, address,
telephone number, marital status or number of exemptions must be
reported to your manager or [x] [Title/Department] immediately, to
ensure proper credit for tax purposes. The W-2 form you receive for
each year indicates precisely how much of your earnings were deducted
for these purposes.

Any other mandatory deductions to be made from your paycheck, such as
court-ordered attachments, will be explained whenever [Company] is
ordered to make such deductions. Some states may require other payroll
deductions.

Note:  See "Wage Assignments (Garnishments)" later on in this section
for further information.

Deductions (Other)/Direct Deposit

[]  You may wish to use the "Employee I.O.U." found in the Forms &
Memos section of the EmployeeManualMaker Reference Guide and on
diskette.

It may be possible for you to authorize [Company] to make additional
deductions from your paycheck, such as for Christmas Clubs, credit
union loan payments, payroll savings plans, etc., or to deposit your
paycheck directly into your savings or checking account at a
participating bank. Contact [x] [Title/Department] for details and the
necessary authorization forms.

Repayment of Company Loan/Payroll Advance

Funds you owe to [Company] may be deducted from current wages
according to the terms and conditions agreed upon at the time of your
advance or loan from  [Company].

Note: See "Payroll Advances" in the "Other Policies" section of this
Manual for further information.

Error In Pay

Every effort is made to avoid errors in your paycheck. If you believe
an error has been made, tell your manager immediately. He or she will
take the necessary steps to research the problem and to assure that
any necessary correction is made properly and promptly.

Overtime Pay

[]  This policy applies to "non-exempt" employees only.

[]  Overtime pay for work in excess of 8 hours per day is only
required in certain states.  Check with your attorney on state and
local laws regarding overtime and modify this policy accordingly.

[]  You may have the option of offering a 4-day, 10-hour per day work
week without paying overtime. Again, check with your attorney on state
and local laws and modify this policy accordingly.

[]  You may not have to include hours not worked in computing
eligibility for overtime pay (i.e. sick days, holidays.)

From time to time, it may be necessary for you to perform overtime
work in order to complete a job on time. All overtime must be approved
in advance by your manager. When it is necessary to work overtime, you
are expected to cooperate as a condition of your employment. There are
two types of overtime work:

1.   Scheduled Overtime: Scheduled overtime work is announced in
advance and generally will involve an entire department or operation.
This type of overtime becomes part of the required work week of the
people who are members of the department or operation. If you need to
be excused from performing scheduled overtime, please speak with your
manager. He or she will consider your situation and the requirements
of the department or operation in deciding whether you may be excused
from performing the scheduled overtime.

2.   Incidental Overtime: Incidental overtime is not scheduled, it
becomes necessary in response to extenuating circumstances. It is
extra time needed to complete work normally completed during regular
hours. Incidental overtime may become necessary when an illness or
emergency keeps co-workers from being at work as anticipated. It may
require you to return to the workplace for emergency work. The
opportunity to perform incidental overtime will be given first to the
employee who normally performs the task. If that employee cannot
perform the overtime, the manager will offer the overtime to a
suitably qualified person who is available to perform the overtime
work.

If you are a "non-exempt" employee and you perform overtime work, you
will be paid one and one-half (1-1/2) times your regular hourly wage
for any time over eight (8) hours per day or forty (40) hours per week
that you work. If, during that week, you were away from the job
because of a job-related injury, paid holiday, jury duty, vacation
taken in single-day increments, or paid sick time, those hours not
worked will be counted as hours worked for the purpose of computing
eligibility for overtime pay.

Work Performed on Company Holidays

[]  We've provided three sample policies for you to consider; choose
whichever paragraph best suits your company's needs.

[]  This first sample provides for a rate of 1.5 x wage for hours
worked on a company holiday.

Full-time "non-exempt" employees who work on a Company holiday will be
deemed to have worked overtime on that day and will be paid their
overtime rate for hours worked regardless of the number of hours they
work that work week.

  -- OR --

[]  This second sample provides for a rate of 2 x wages for hours
worked on a company holiday.

Full-time "non-exempt" employees who work on a Company holiday will be
deemed to have worked overtime on that day and will be paid their
double-time rate for hours worked regardless of the number of hours
they work that work week.

[]  This third sample provides for a rate of 1.5 x wage for hours
worked on a company holiday in addition to the normal wages for a paid
holiday.
(1x pay + 1.5x pay = 2.5x pay for working on a Company holiday)

Full-time "non-exempt" employees who work on a Company holiday will
receive their normal wages for the paid holiday, plus they will be
paid their overtime rate for hours worked on the Company holiday
regardless of the number of hours they work that work week.

Note: See "Holiday Policies" in the "Benefits" section of this manual
for further information.

Pay Period & Hours

[]  State when your work week starts and ends -- indicate the cut-off
time for each pay period.

[]  We have provided three sample pay cycle policies for you to
consider; choose whichever paragraph best suits your company's needs,
or modify the text as necessary.

[]  Most states mandate a weekly payment unless Labor Department
approval is obtained for less frequent payments.  Semi-Monthly,
although a common practice, is generally frowned upon by the Labor
Department because tracking weekly overtime is difficult.  They prefer
bi-weekly payroll.

Our payroll work week begins on Sunday at 12:01 a.m. and ends on
Saturday at 12:00 midnight.

Pay Cycle

Fiscal Pay Period/Bi-weekly:

(26 pay periods per year)  Payday is normally on every other Friday
afternoon for services performed for the two (2) week period ending
the previous Saturday at 12:00 midnight.

  -- OR --

Fiscal Pay Period/Weekly:

(52 pay periods per year)  Payday is normally on Friday afternoon for
services performed for the one (1) week period ending the previous
Saturday at 12:00 midnight.

  -- OR --

Calendar Pay Period/Semi-Monthly:

(24 pay periods per year)  Payday is normally on the 5th and the 20th
of every month for services performed for the period ending five (5)
days previous -- the end of the prior calendar month and the 15th of
the month respectively.

Changes will be made and announced in advance whenever [Company]
holidays or closings interfere with the normal payday.

Paycheck Distribution & Cashing Procedures

[]  Include the paycheck distribution and cashing procedures
applicable for your company and delete the other options listed.

Paychecks are:
     distributed by your manager.
     placed in your "In" basket.
     available at the Cashier's window, after noon on payday.
     mailed to your home address.
     directly deposited to the checking or savings account you
      specify.
     handed to you on the way out the door after your shift
     [on x day].

Paychecks may:
     not be cashed at [Company].
     be cashed at the Cashier's window, M-F from [x][x] o'clock
     be cashed at any register with enough cash to do so.
     be used for employee purchases.
     be cashed at the "Employee" register.

Reporting Time Pay -- Inclement Weather & "Acts of God"

[]  We have provided three sample policies for you to consider; choose
whichever one best suits your company's needs.

In the event you report for work without being notified in advance
that we are temporarily closed due to special circumstances, you will
receive a minimum of two hours of straight time pay. Special
circumstances include inclement weather, fire, flood or some other
"Act of God",  power/utility failure, an inoperable computer system,
or lack of work. You may be asked to perform other available work for
the two (2) hour period. If you refuse, you will forfeit your claim to
reporting pay. This policy applies to our non-exempt employees only.

  -- OR --

In the event that inclement weather, power/utility failure, fire,
flood or some other "Act of God" keeps us from operating, you will
receive your regular pay for up to a maximum of three workdays,
provided [Company] officially declares that it is closed for that
time. Every effort will be made to provide you with advance notice in
the event we will be closed.

[]   Some local radio stations may cooperate by announcing business
closings as a result of natural causes. This may allow your employees
to hear the news and contact your company before coming to work.
Delete this reference if it does not apply to your situation.

Please tune to your radio station [x] (provide the station that
broadcasts your closing notices under these circumstances) for updates
on current conditions.

  -- OR --

Unfortunately, you will not be paid when work is not available due to
circumstances not within [Company]'s control; the following are
examples of such circumstances.

*  Operations cannot commence or continue due to threats to employees
or property or when recommended by civil authorities.
*  Public utilities fail to supply electricity, water, or gas, or
there is a failure in the public utilities, or sewer system.
*  The interruption of work is caused by an "Act of God" (inclement
weather, fire, flood, earthquake, avalanche, etc.) or some other cause
not within [Company]'s control.

Shift Premium

[]  Depending on the industry, state law, or union influence, the rate
of pay may or may not vary by shift.

[]  Paying a "Shift Premium" is not part of base pay and therefore
disappears if the employee's shift changes to a normal shift.

[Company] assigns certain employees to work on a second or third shift
operation. These people may be paid an additional amount per hour over
and above the regular rate of pay for that job as a shift premium.

Termination & Severance Pay

[]  Two weeks severance is typical after 1 year, but it's not required
and establishes a precedent.

[]  In most states, accrued vacation must be paid to employees being
terminated.

[]  Check with your attorney on your state and local laws and the
effects of the terminology (i.e. "Pay in Lieu of Notice" versus
"Severance Pay") used here -- it may impact your employee's ability to
apply for unemployment compensation.

[]  Use caution when you decide on your severance policy -- to avoid
grounds for discrimination claims, decide on a severance policy that
will apply in all cases (or choose never to pay severance). Don't
"qualify" employees or leave it up to management's discretion.

[]  Be sure your Vacation policy specifies how vacation time accrues
and how you pay for accrued vacation time unused at the time of
employment termination.

[Company] hopes and expects that you will give at least two weeks
notice in the event you intend to leave our employ. Any accrued but
unused vacation time will be paid at the time of employment
termination, as specified under "Vacations" in the "Benefits" section
of this Manual.

   --  OR --

Severance pay is provided to give you a reasonable opportunity to
secure another position without interruption of income. If [Company]
releases you for any reason other than a policy violation and, if you
have been employed by [Company] for more than one (1) year, you will
receive severance pay in an amount equal to two (2) weeks of your
regular wage, less any unemployment or Workers' Compensation benefits.

  -- OR --

[Company] does not pay severance pay. When you leave [Company], you
will be paid for actual time worked, plus any accrued but unused
vacation time, as specified under "Vacations" in the "Benefits"
section of this Manual (optional: and any accrued but unused sick
time, as specified under "Sick Leave" in the "Benefits" section of
this Manual).

Time Cards/Records

[]  Rules should prohibit employees from recording another's time,
causing another employee to record time for him or her, or failing to
record his or her time. They should also forbid signing in too soon or
out too late without authorization. "Falsifying" time cards is
considered theft of time and could be considered cause for dismissal.

[]  You must keep some sort of record of hours worked by "non-exempt"
employees. Early sign-ins or late sign-outs will make you liable for
overtime pay in case of a conflict or dispute.

By law, we are obligated to keep accurate records of the time worked
by "non-exempt" employees.

This is done by either time clock cards or other written
documentation.

Your time card is the only way the payroll department knows how many
hours you worked and how much to pay you. Your time card indicates
when you arrived and when you departed. You are to punch in and out
for lunch and for brief absences like a doctor's or dentist's
appointment. All employees are required to keep the office advised of
their departures from and returns to the premises during the work day.

You are responsible for your time card. Remember to record your time.
If you forget to punch in or make an error on your card, your manager
must make the correction and you and your manager must initial the
correction. You are not permitted to punch in more than six (6)
minutes before your scheduled starting time nor more than six (6)
minutes after your scheduled quitting time without your manager's
approval.

No one may record hours worked on another's card. Tampering with
another's time card is cause for disciplinary action, including
possible dismissal, of both employees. Do not alter another person's
record, or influence anyone else to alter your record for you. In the
event of an error in recording your time, please report the matter to
your manager immediately.

Wage Assignments (Garnishments)

[]  Some state laws may supersede Federal laws. Before adopting a
three garnishment threshhold for disciplinary action, check with your
state labor department or judicial administrator's office, as some
states establish a different standard, i.e., number of garnishments
that must be filed before disciplinary action may be taken.

We hope you will manage your financial affairs so that we will not be
obligated to execute any court-ordered wage assignment or garnishment
against your wages. However, whenever court-ordered deductions are to
be taken from your paycheck, you will be notified.

According to the Federal Wage Garnishment Act, three (3) or more
garnishments may be cause for dismissal.

Note: See "Deductions From Paycheck (Mandatory)" earlier in this
section for further information.



                   Performance & Compensation Reviews

Performance Reviews

[]   Set standards for performance to assure fairness and avoid
discrimination charges.

[]  If your company conducts compensation reviews simultaneously with
performance reviews, edit this policy accordingly and delete the
policy on "Compensation Reviews" later on in this section.

[]  Many experts advise against tying compensation reviews with
performance reviews. Employees will expect to receive a raise with
every review.

[]  A "Performance Evaluation" form is provided in the Forms & Memos
section of the EmployeeManualMaker Reference Guide on diskette.

Your manager is continuously evaluating your job performance. Day-to-
day interaction between you and your manager should give you a sense
of how your manager perceives your performance.

However, to avoid haphazard or incomplete evaluations, [Company]
conducts a formal review [once, twice, four times] a year for each
employee.

[]  Specify the timing and frequency of performance reviews; choose
one of the three samples provided below, or modify the text as
necessary.

Performance reviews will be conducted annually on or about each
employee's anniversary date. New employees may be reviewed more
frequently. A review may also be conducted in the event of a promotion
or change in duties and responsibilities.

  -- OR --

Performance reviews will be conducted semi-annually in [x] and [x]
(months/seasons). New employees may be reviewed more frequently. A
review may also be conducted in the event of a promotion or change in
duties and responsibilities.

  -- OR --

Performance reviews will be conducted quarterly in the months of [x],
[x], [x] and [x] (names of months). New employees may be reviewed more
frequently. A review may also be conducted in the event of a promotion
or change in duties and responsibilities.

During formal performance reviews, your manager will consider the
following things, among others:

*  Attendance, initiative and effort
*  Knowledge of your work
*  Attitude and willingness
*  The quality and quantity of your work
*  The conditions under which you work

The primary reason for performance reviews is to identify your
strengths and weaknesses in order to reinforce your good habits and
develop ways to improve in your weaker areas. This review also serves
to make you aware of and to document how your job performance compares
to the goals and description of your job. This is a good time to
discuss your interests and future goals. Your manager is interested in
helping you to progress and grow in order to achieve personal as well
as work-related goalsperhaps he or she can recommend further training
or additional opportunities for you.

In addition to individual job performance reviews, [Company]
periodically conducts a review of job descriptions to insure that we
are fully aware of any changes in the duties and responsibilities of
each position, and that such changes are recognized and adequately
compensated.

Compensation Reviews

[]  A compensation review often follows a performance appraisal, and
is intended to determine if a raise is warranted. This policy is
essential -- some employees would rather quit than ask for a raise.

[]  Review compensation either on the anniversary of employment or
during a set annual (or semi-annual or quarterly) period, depending on
position. (The sample policy below assumes an annual compensation
review; modify it as necessary if you choose to have more frequent
reviews.)

[]  Don't commit yourself to cost-of-living increases unless required
by a union contract. Make all raises based on merit.

Wage and salary increases are based on merit alone, not length-of-
service or the cost-of-living. Having your compensation reviewed does
not necessarily mean that you will be given an increase.

[Company] conducts compensation reviews annually on or about each
employee's anniversary date, following their annual performance
review. Any wage or salary increases will appear in the pay period
ending after the dates they are granted. Wage and salary increases may
be retroactive in the case of late reviews, at the discretion of the
President.


                             Work Schedule

The normal work week consists of five (5) days, eight (8) hours long,
Monday through Friday. Your schedule of daily work hours will be given
to you by your manager, or posted at [x], at least [x] days/weeks
ahead. You will be notified promptly whenever a change is necessary.
Should you have any questions concerning your work schedule, please
ask your manager.

Absence or Lateness

From time to time, it may be necessary for you to be absent from work.
[Company] is aware that emergencies, illnesses, or pressing personal
business that cannot be scheduled outside your work hours may arise.
Sick days and personal days have been provided for this purpose.

If you are unable to report to work, or if you will arrive late,
please contact your manager immediately. Give him or her as much time
as possible to arrange for someone else to cover your position until
you arrive. If you know in advance that you will need to be absent,
you are required to request this time off directly from your manager.
He or she will determine when will be the most suitable time for you
to be absent from your work.

When you call in to inform [Company] of an unexpected absence or late
arrival, ask for your manager directly. For late arrivals, please
indicate when you expect to arrive for work. Notifying the switchboard
operator or a fellow-employee is not sufficient. If you are unable to
call in yourself because of an illness, emergency or for some other
reason, be sure to have someone call on your behalf. If your manager
is not available when you call, you may leave the information with
another manager.

Absence from work for three (3) consecutive days without notifying
your manager or the personnel administrator will be considered a
voluntary resignation.

Attendance

You are expected to be at your work station and ready to work at the
beginning of your assigned daily work hours, and you are expected to
remain at your work station until the end of your assigned work hours,
except for approved breaks and lunch. When your work takes you away
from your work station, please let your manager know where you are
going and how long you expect to be gone.

Be aware that excessive time off could lead to disciplinary action.

Note: See "Excessive Absenteeism or Lateness" later on in this section
for further information.

Breaks/Rest Periods

You are entitled to two (2) fifteen (15) minute rest breaks each day.
Normally these rest breaks will be scheduled in mid-morning and mid-
afternoon. These will be determined by your manager. If you work in a
department where breaks are not directly assigned, please coordinate
with your co-workers to maintain adequate coverage at all times.
Always be sure to return to work on time at the end of any break.

In the unlikely event of an emergency or unusual condition, your
manager may ask you to change or postpone your break in order to
finish a particular project.

Closure After Starting Time

If severe weather conditions exist and the President (or designated
representative) decides to close [Company] for the remainder of the
day, you will be notified as soon as possible by your manager. If you
are sent home before having worked two (2) hours, you will be paid for
two (2) hours of work. If you are sent home after having worked two
(2) hours, you will be paid for the time that you actually worked.

If your manager asks that you remain at work after [Company] has
closed because of severe weather conditions, you will be paid at time
and one-half for the remaining hours that you work beyond the
announced closing time.

Closure Prior to Starting Time

[]  Be sure this policy is consistent with your policy on "Reporting
Time Pay."

If you report to work and find that, due to severe weather conditions,
[Company] will unexpectedly be closed for business, you will be paid
for two (2) hours of work for that day only.

Excessive Absenteeism or Lateness

In general, five (5) absences in a 90-day period, or a consistent
pattern of absence, will be considered excessive, and the reasons for
the absences may come under question. Tardiness or leaving early is as
detrimental to [Company] as an absence. Three (3) such incidents in a
90-day period will be considered a tardiness pattern and will carry
the same weight as an absence. Other factors, like the degree of
lateness, may be considered.

Be aware that excessive absenteeism, lateness or leaving early may
lead to disciplinary action, including possible dismissal.

Lunch Period

[]  State laws vary on this; some states allow up to 5-1/2 hours work
without requiring a lunch break. Check with your attorney and modify
this policy accordingly.

If you work longer than four (4) hours, you will be given an unpaid
lunch period. The time when lunch periods are scheduled varies among
departments, depending on the needs of each department.  Your manager
will give you your lunch period schedule.

You are expected to take your full allotted time for lunch. You are
requested not to perform any work during your regularly scheduled
lunch period, unless specifically requested to do so by your manager.
In that event, your lunch will be rescheduled or you will be paid for
the time that you worked.

You may leave the premises during your lunch period, however, you must
[punch in and out /sign in and out]. It is important to return to work
on time at the end of your lunch period.

Lunch Room Facility

For your convenience and comfort, [Company] provides a
[cafeteria/lunch room] equipped with several vending machines, ample
seating, microwave ovens and a refrigerator for employees who want to
bring their lunch from home. This area is for everyone's use. It is
your responsibility to do your share in keeping this facility clean
and sanitary. Please clean up after yourself.

If for any reason the machines are not functioning properly or you are
dissatisfied with the service, please report the condition to your
manager. Please remember to use containers with reliable seals and
label your food with your name and date. Food stored in the
refrigerator for a period of more than [x] days will be disposed of. -
- OR -- The refrigerator is cleaned out every [x] (day, i.e. Friday).

Record of Absence or Lateness

If you are absent because of illness for three (3) or more successive
days, your manager may request that you submit written documentation
from your doctor. If you are absent five (5) or more days because of
illness, you may be required to provide written documentation from a
doctor that you are able to resume normal work duties before you will
be allowed to return to work. You will be responsible for any charges
made by your doctor for this documentation.

Your manager will make a note of any absence or lateness, and the
reason, in your personnel file. Your attendance record will be
considered when evaluating requests for promotions, transfers, leaves
of absence, and approved time off, as well as scheduling layoffs, etc.

Wash-Up Time

[]  This policy is a little "tight" and harkens back to the days of
the Industrial Revolution. As a forward-thinking company, you may not
want this policy in your manual. However, it has been included in
EmployeeManualMaker for you to consider and to use, modify, or delete
as you choose.

Shop employees are permitted to use the last fifteen (15) minutes of
their shift to wash up. Shower facilities are available for personal
use at shift end.

You are not permitted to wash up on company time prior to your lunch
or rest breaks.
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