DIAM: COVID-19 Update – Approach to Operations & Pay for Week of April 26
Below is information regarding pay for the week beginning April 26 for all those who work on a DIAM campus.
We will maintain the same approach as this week. See below for details.
The pandemic and each state’s response is starting to shift, and we know you have questions about what that means for you. We will share more details with you in the upcoming days about when and how DENSO will begin to ramp up operations.
- We must continue to provide service and repair parts per federal guidelines.
- As our customers define critical manufacturing, we will adjust our schedule and approach to meet their needs. Our customers’ decisions will affect our operations.
- Right now, our customers are making plans to slowly ramp up their manufacturing operations in May. We will work closely with our customers to align with their plans.
- Your safety is our top priority.
- We have developed rigorous safety measures that we are putting in place to protect you when we begin returning to the workplace.
- We will share more details on those safety measures in the upcoming days.
Non-exempt Associate Pay
- Notrequired to work, or unable to work from home: You will be paid 32 hours per week, for the week beginning April 26.*
- Required to work on-site: Leaders will notify you if you are required on-site. You will be paid normal wages, in addition to a premium of ~$30/day for any time worked onsite.** Normal attendance rules apply.
- Working from home: Work with your leader on a work from home plan. You will be paid 100% straight-time pay.
- Temporaries, contractors, co-ops and interns: You will be paid 32 hours per week, for the week beginning April 26. (Note: If you are able to work more than 32 hours, you will be paid for hours worked.)
*DENSO associates with paid time off (PTO) can choose to supplement this partial payment with PTO, otherwise the time will be recorded as unpaid time off without penalty.
** Premium details: Daily premium(s) will be processed and paid one paycheck after payment for hours worked. We apologize for the additional time needed to process these payments. The premium is approximately 20% or more for most associates
Associates should continue to check-in with their leader to understand additional changes.
Exempt Associate Pay
For some associates, this pandemic has shifted priorities and responsibilities. You may find that there are parts of your job that are on hold. As some workloads drop below full time, we need to make an adjustment to protect jobs and provide a path for everyone to maintain wages for now. To achieve this, we will periodically divide exempt associates into two groups. This is an extension of the approach we implemented for the week beginning April 12. While this may not be ideal, it will help us to maintain our commitment to support you while maintaining the stability of our company.
- Group 1: The first group includes associates who, because of the nature of their position and present workloads, can still work full time on value-added work. Those associates will be paid 100% of their wages, as they carry out their full-time responsibilities, either on a DENSO campus, if they are considered essential workers, or remotely.
- Group 2: The second group includes associates who, because of the nature of their position and current workload, cannot work full time. For this group of associates, we will pay 80% of normal wages. If you are in this group, you can choose to take PTO to maintain your full income, if you have available PTO. Please be sure to log PTO in your timekeeping system, if you choose that option. If you have ideas for value-added work, please share with your leader.
We’ve included two examples to help clarify Group 1 and Group 2. Again, this is an opportunity to focus on the value-added work or ideas that you have not had time to consider in the past.
- Example of Group 1: An associate works in an engineering positon where they continue to have value added work, even while working remotely, to justify a 40 hour a week schedule. That associate would be in Group 1. Even if the associate has scheduled PTO, they should update Dayforce with their PTO day as normal and will continue to be in Group 1 as long as they have 40 hours of value added work a week and can work at their regular capacity.
- Example of Group 2: An associate works in engineering position but uses testing equipment that is only available on DIAM’s campus. This associate is working with their manager to determine value added work remotely but has not found adequate work to complete for a 40 hours a week schedule. This associate is in Group 2. In the future, if the workload changes, for example the department has a new project assigned that will increase the associate’s workload to 40 hours a week, they would be moved from Group 2 and placed in Group 1.
Your leader will notify you each week regarding your own situation. Leaders will review each individual situation on a weekly basis, so we can be sure this approach accurately reflects responsibilities. Please continue to check-in with your leader regularly for updates.
Information from DIAM Payroll
Hourly Non-Exempt: If applicable, you (or your manager) should enter 80% of regular scheduled hours in timesheet.
Exempt (if in Group 2):
- If you prefer to take PTO instead of unpaid time off, enter that in your timesheet as you normally would.
- If you choose not to use PTO, enter 8 hours (or 20% of regular scheduled hours if you are part-time) of unpaid time using the “Unpaid Time Off” code. For associates that enter project hours, enter the project code “Other”.
Contractors or temporaries: Communicate your hours with your contract house and follow their instructions.
If you would like to go to a negative balance in your PTO, please reach out to DIAM HR Team Member Solutions for instructions: Sarah Fox; Krysten Hamel; Mariam Karana; Yolanda McGee; Devon Levy
Associates may also take a Leave of Absence. COVID-19 leave is available to DIAM associates who are unable to work from home due to position and need to quarantine, personal illness or caring for a sick family member. For more information, contact DIAM HR Team Member Solutions: Sarah Fox; Krysten Hamel; Mariam Karana; Yolanda McGee; Devon Levy
For payroll questions, contact: Rachel Cash or Lynn Detkowski