TIMEKEEPING POLICY

The University requires the use of a time-reporting system for all Employees as a means of accurately recording hours worked, holidays, vacation, and sick leave. For Non-Exempt Employees, the time-reporting system also records meal periods and overtime.

Additionally, all Exempt and Non-Exempt Employees are required to clock in and out whenever they are on the University campus. This Policy is intended to serve as a security precaution and for liability purposes to keep staff, faculty, and students safe by being aware of when they are on and off the campus.

Non-Exempt Employees are responsible for correctly recording their hours of work, as the law requires the University to keep accurate records of time worked in order to calculate Employee pay and benefits. For Non-Exempt Employees, time worked means all time an Employee spends performing their assigned duties and responsibilities. Under no circumstances is an Employee permitted to work off-the-clock. “Off-the-clock” work includes time spent performing job-related work not scheduled or requested by the University, regardless if such work is performed voluntarily. Working off-the-clock can lead to disciplinary action, up to and including separation of employment.

All Non-Exempt Employees must accurately record their own hours worked by recording the time they begin working, the beginning of any meal period, the end of any meal period, and the time they cease working. Non-Exempt Employees must also record any time they leave the workplace for any personal reason, except during paid rest periods.

Falsifying time records is a serious matter. An Employee may not change time after it is recorded, intentionally enter a false time, or otherwise tamper with time records. If an Employee forgets to log in or log out, the Employee may notify Human Resources and Human Resources will enter the correct time. Under no circumstances may an Employee log in or log out for another Employee. Consistent and persistent negligence regarding use of the timekeeping system may result in disciplinary action, up to and including separation of employment.

Each Manager is required to review and approve the time records for the Employees reporting to them before submitting the time records for payroll processing.