Compensation

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It is our policy to maintain a competitive wage or salary structure that allows the Company to recruit and maintain an effective work force. Each position has been studied and assigned a wage range with established minimum and maximum rates. Periodically, the Company may revise its job descriptions, evaluate individual jobs to ensure they are rated and paid appropriately, and review job specifications to ensure they are directly job related. Your total compensation consists not only of the wage or salary you are paid, but also of the various benefits you are offered, such as: group health, life insurance, short term disability, long term disability, 401k, paid holidays and personal leave time.

Wage Review Period

Wages will be reviewed on an annual basis. Any adjustment will be based on: Company performance, Divisional performance, your personal performance, Safety and the wage window for your job title.

Overtime Premium Pay

It is expected that employees will work overtime hours when scheduled or requested. Refusal to work overtime hours may result in that employee’s termination. There are exceptions to this rule for emergencies, and your Supervisor will take this into consideration when scheduling or requesting employees to work overtime. Hourly and non exempt salaried employees will be paid 1 1/2 times their normal rate of pay for hours worked in excess of 40 hours in Superior's established payroll work week. The employee will only be required to work on Saturday if informed on the Thursday before the required work Saturday. Notice will be posted prior to noon on Thursday. All other Saturday work shall be optional.

Night Shift Differential Pay

When the company schedules a second or third shift, a shift premium will be paid to each employee who is assigned to work one of these shifts and works the entire shift.

Pay Periods

Payday is on Friday for your work ending the previous Saturday. If Friday is a paid holiday, payday generally will be the previous workday. Direct deposit to a checking or savings account is strongly encouraged for all employees. Issuance of payroll by other methods may be delayed up to two additional days because of longer processing requirements.

Time Recording

All hourly and non-exempt salaried employees must punch in during work hours. Employees are to punch in for their individual time only. Falsification or unauthorized alteration of time records is prohibited. Non-exempt employees are required to work their scheduled hours. Non-exempt employees are prohibited from working outside of their scheduled hours without obtaining authorization in advance from their supervisor.

The company is committed to paying employees for all of their time actually worked. Non-exempt employees are prohibited from performing off-the-clock work and may be disciplined for doing so. Off-the-clock work is work the employee performed but did not record as time worked. For example, off-the-clock work may include checking or responding to emails while at home or working during a lunch break. Employees who perform off-the-clock work are required to promptly and accurately record their time worked so the employee can be accurately compensated.

Break Times

A paid fifteen minute rest period is provided to each production employee during the first four hours of the shift and an additional fifteen minutes is allowed during the second four hours of the shift. If an employee leaves the premises of Superior Industries during that paid fifteen minute break, you must punch out.

Wage Disclosure Protection

In accordance with the Minnesota law, the Company does not: (1) require nondisclosure by an employee of his or her wages as a condition of employment; (2) require an employee to sign a waiver or other document which purports to deny an employee the right to disclose the employee's wages; or (3) take any adverse employment action against an employee for disclosing the employee's own wages or discussing another employee's wages which have been disclosed voluntarily.

Please note that this policy does not permit an employee, without the written consent of the Company, to disclose proprietary information, trade secret information, or information that is otherwise subject to a legal privilege or protected by law. This policy also does not permit an employee to disclose wage information of other employees to a competitor of the company.

The Company will not retaliate against an employee for asserting rights or remedies under the law. An employee may bring a civil action action against the Company for a violation of the law. If a court finds that the Company has violated the law, the court may order reinstatement, back pay, restoration of lost service credit, if appropriate, and the expungement of any related adverse records of an employee who was the subject of the violation. In addition to any other remedies provided by law, a person injured by a violation of the law may bring civil action to recover any and all damages recoverable at law, together with costs and disbursements, including reasonable attorney's fees, and may receive injunctive and other equitable relief (including reinstatement) as determined by a court.

The Minnesota Division of Labor Standards and Apprenticeship receives complaints of employees relating to this law and investigates informally whether an employer may be in violation of the law. The division shall attempt to resolve employee complaints by informing employees and employers of the provisions of the law and directing employers to comply with the law.