HR Team Member Handbook 2025

Payroll Deductions/Garnishments

The law requires certain payroll deductions such as: federal income taxes, state income taxes, state unemployment and disability taxes and federal social security taxes are withheld from your pay. The company contributes, based on your earnings, payments to your state unemployment disability and social security taxes. Other payroll deductions such as Tax Sheltered Annuities (TSA), 403B, credit union, pre tax medical insurance contributions and pre-tax dependent care, etc., must be authorized in writing except court ordered garnishments. See Policy #394, Paycheck Distribution/Garnishments. Wage and Salary Administration Employees are paid within the competitive salary range as established and approved for their position. The following factors are considered when determining base pay: The salary grade and pay range for the position The individual’s relevant work experience and qualifications

Existing market conditions for the position Internal pay equity with current incumbents Financial and budgetary restraints See Policy #397, Wage and Salary Administration.

When there are significant changes in your job responsibilities, Corporate Human Resources may re-evaluate your position when requested by your Department Director. A revised Role Description and Assessment and Evaluation (A&E) tool may be developed reflecting these changes.

Performance Assessment and Evaluation Performance expectations for all positions are defined and assessed on a regular on-going basis. The performance review consists of: Technical skills Behavioral assessment Development plan and goal setting Annual merit increases are determined by an individual's performance evaluation results and require approval from senior leadership and the board, in alignment with budgetary guidelines.

An employee’s performance is evaluated at the end of their preliminary period and annually. See Policy #431 Performance Assessment and Evaluation.