In this section, we outline our guidelines for compensating employees according to their employment status. We also describe our performance management and employee development policies.

Compensation Status

There are two types of employees under FLSA guidelines:

• Non-exempt employees, who are covered by the FLSA's minimum wage and overtime provisions.
• Exempt employees, who aren't covered by the FLSA because they meet three exemption criteria: (a) they are paid at least $23,600 per year ($455 per week), (b) they are paid on a salary basis, and (c) they perform exempt job duties ("executive," "professional" and "administrative.") Most employees must meet all three criteria to be exempt.

If you are unsure as to whether you should be exempt or not, please ask Management to clarify your status.

The FLSA excludes some types of jobs because they are covered by other federal laws. Some other workers, like outside salespeople, are excluded by definition. Feel free to ask Management for clarifications any time.

Overtime

Occasionally, we may need you to work more than your regular working hours. We will pay for overtime work according to local and national laws.

• If you are an exempt employee, you are not entitled to overtime pay by federal law. In the event that an exempt employee must work overtime, we will set a cap for overtime hours at 10 hours per week to prevent overworking and burnout.
• If you are a non-exempt employee, you are entitled to overtime pay of one and a half times your wage. Please record your overtime hours accurately, so we can calculate your pay correctly. We also ask you to work overtime only after it's authorized by your supervisor to make our record-keeping easier.

Payroll

We pay your salary or wage bi-weekly by bank transfers. If you are an hourly employee, you should be diligent in clocking in and out so we can accurately calculate your pay. Any missed clock-in/out times should be submitted to Management through the Clock of Shame channel on Slack.

Tipped Wages

We pay fair wages — tips do not make up the difference between your pay and minimum wage. The only time tips factor into your guaranteed compensation is under our guaranteed rate: if your average pay per hour (base wage plus tips) falls below your agreed hourly rate in a given pay period, we make up the difference so you always earn at least the agreed upon guaranteed rate.

Commission

Wholesale Account Manager (WAM) Program

Origin Coffee Bar operates a performance-based commission program for team members participating in its Wholesale Leadership Program.

First 90-Day Commission

$0.80 per pound on all collected wholesale revenue during the initial 90 days following account activation. Paid quarterly, based on collected (not invoiced) revenue.