Common use of PAY PERIODS, RECORD KEEPING AND TIME REPORTING Clause in Contracts

PAY PERIODS, RECORD KEEPING AND TIME REPORTING. The USG uses time/leave tracking and recording keeping software to report and track employees’ time and attendance for the purpose of processing pay and maintaining leave accruals and balances. Staff must report hours worked each day in the USG’s electronic timekeeping system, as well as sick, vacation and holiday hours taken in order to be paid appropriately. Professional and administrative employees must use the USG’s electronic timekeeping system to report exception time (sick, vacation, etc.). Requests to take vacation and sick leave (when possible) must be submitted into the time-keeping system and approved by the supervisor in advance. Per BOR policy and the federal requirements of the Affordable Care Act (ACA), all employees (faculty, staff, and students) who are not health benefits eligible must track actual hours worked to determine health benefits eligibility status. Part-time faculty who teach-only may use the BOR’s Conversion Chart in establishing weekly standard hours worked. (See the BOR Employees Categories Policy in the USG Human Resources Administrative Practices Manual at xxxxx://xxx.xxx.xxx/hr/assets/hr/hrap_manual/HRAP_Employee_Categories_Classification%2C _Compensation%2C_and_Payroll.pdf) Exempt employees under the FLSA who are not health benefits eligible must use the USG’s electronic timekeeping system in tracking hours worked for ACA purposes only, but not for compensability purposes. The U.S. Department of Labor’s Wage and Hour Division has stated that the tracking of hours worked by exempt employees will not destroy the “salary basis” and exemption status of the exempt employee. Bi-weekly timecards must be completed and electronically approved by the employee and the supervisor no later than 3:00 p.m. on the last Friday of the pay period. Monthly timecards must be completed and electronically approved by the employee and the supervisor by the deadline established and posted on the University’s payroll calendar that can be accessed through the Payroll Department’s website. Pay may be delayed until the following pay period if time is not reported and approved by the payroll deadline. Payroll records are subject to audit and will reflect actual time worked and leave taken. Falsification of or failure to record time may result in failure to receive pay and/or disciplinary action including termination.

PAY PERIODS, RECORD KEEPING AND TIME REPORTING. The USG uses time/leave tracking and recording keeping software to report and track employees’ time and attendance for the purpose of processing pay and maintaining leave accruals and balances. Staff must report hours worked each day in the USG’s electronic timekeeping system, as well as sick, vacation and holiday hours taken in order to be paid appropriately. Professional and administrative employees must use the USG’s electronic timekeeping system to report exception time (sick, vacation, etc.). Requests to take vacation and sick leave (when possible) must be submitted into the time-keeping system and approved by the supervisor in advance. Per BOR policy and the federal requirements of the Affordable Care Act (ACA), all employees (faculty, staff, and students) who are not health benefits eligible must track actual hours worked to determine health benefits eligibility status. Part-time faculty who teach-only may use the BOR’s Conversion Chart in establishing weekly standard hours worked. (See the BOR Employees Categories Policy in the USG Human Resources Administrative Practices Manual at xxxxx://xxx.xxx.xxx/hr/assets/hr/hrap_manual/HRAP_Employee_Categories_Classification%2C _Compensation%2C_and_Payroll.pdf) xxxx://xxx.xxx.xxx/hr/manual/employee_categories/). Exempt employees under the FLSA who are not health benefits eligible must use the USG’s electronic timekeeping system in tracking hours worked for ACA purposes only, but not for compensability purposes. The U.S. Department of Labor’s Wage and Hour Division has stated that the tracking of hours worked by exempt employees will not destroy the “salary basis” and exemption status of the exempt employee. Bi-weekly timecards must be completed and electronically approved by the employee and the supervisor no later than 3:00 6:00 p.m. on the last Friday of the pay period. Monthly timecards must be completed and electronically approved by the employee and the supervisor by the deadline established and posted on the University’s payroll calendar that can be accessed through the Payroll Department’s website. Pay may be delayed until the following pay period if time is not reported and approved by the payroll Payroll deadline. Payroll records are subject to audit and will reflect actual time worked and leave taken. Falsification of or failure to record time may result in failure to receive pay and/or disciplinary action including termination.

PAY PERIODS, RECORD KEEPING AND TIME REPORTING. The USG uses time/leave tracking and recording keeping ADP e-Time software is used to report and track employees’ time and attendance for the purpose of processing pay and maintaining leave accruals and balances. Staff must report hours worked each day in the USG’s electronic timekeeping systeme-Time, as well as sick, vacation and holiday hours taken in order to be paid appropriately. Professional and administrative employees must use the USG’s electronic timekeeping system e-Time to report exception time (sick, vacation, etc.). Requests to take vacation and sick leave (when possible) must be submitted into the timee-keeping system Time and approved by the supervisor in advance. Per BOR policy and the federal requirements of the Affordable Care Act (ACA), all employees (faculty, staff, and students) who are not health benefits eligible must track actual hours worked to determine health benefits eligibility status. Part-time faculty who teach-only may use the BOR’s Conversion Chart in establishing weekly standard hours worked. (See the BOR Employees Categories Policy in the USG Human Resources Administrative Practices Manual at xxxxx://xxx.xxx.xxx/hr/assets/hr/hrap_manual/HRAP_Employee_Categories_Classification%2C _Compensation%2C_and_Payroll.pdf) xxxx://xxx.xxx.xxx/hr/manual/employee_categories/). Exempt employees under the FLSA who are not health benefits eligible must use the USG’s electronic timekeeping system e-Time in tracking hours worked for ACA purposes only, but not for compensability purposes. The U.S. Department of Labor’s Wage and Hour Division has stated that the tracking of hours worked by exempt employees will not destroy the “salary basis” and exemption status of the exempt employee. Bi-weekly timecards must be completed and electronically approved by the employee and the supervisor no later than 3:00 6:00 p.m. on the last Friday of the pay period. Monthly timecards must be completed and electronically approved by the employee and the supervisor by the deadline established and posted on the University’s payroll calendar that can be accessed through the Payroll Department’s Departments website. Pay may be delayed until the following pay period period, if time is not reported and approved by the payroll Payroll deadline. Payroll records are subject to audit and will reflect actual time worked and leave taken. Falsification of or failure to record time may result in failure to receive pay and/or disciplinary action including termination.