Recording Hours Worked. All employees must record and retain an accurate record of their working hours.
Recording Hours Worked. All employees must record and retain an accurate record of their working hours. Periods of leave, other than approved flex leave or time off in lieu, that are not authorised by a leave application may be treated as an unauthorised absence. Where an employee is absent from duty without approval, all pay and other benefits provided under this Agreement, e.g. flextime, will cease to be available until the employee resumes duty or is granted leave. The Commissioner can direct an employee to work standard hours if they fail to maintain a satisfactory pattern of attendance.
Recording Hours Worked. Non-exempt unit members are responsible for accurately recording in Self Service Time and Attendance or other system used by the employer the hours they actually work pursuant to the University’s procedures for submitting attendance and work hours. Non-exempt unit members shall not assign to another employee or person the responsibility of recording their attendance and work time.
Recording Hours Worked. A. All staff members are required to record their time daily (sign in/sign out) on a format as directed by the appropriate supervisor.
B. Additionally, if directed by the building manager , staff members are may be asked to sign in and out when working at some CCBDD locations.
Recording Hours Worked. For an employee enrolled in pay averaging, PPS records will reflect that the employee has worked their scheduled hours for each pay period, unless the employee works fewer or more than their scheduled hours. If the employee works fewer or more hours than scheduled, the employee must submit a time card stating the actual hours worked during the payroll period so that the records will be accurate and so that an adjustment can be made. Records must reflect actual hours worked, even when pay is averaged. Adjustments: If the employee works more hours than scheduled during a pay period, pay for the additional work (including overtime if applicable) will be included in the next paycheck. If the employee works fewer hours than scheduled during a pay period, and is not eligible to use paid leave for such hours, the next paycheck will be reduced by the number of hours not worked x hourly rate. If an employee is separated prior to the end of a work year, the employee’s final paycheck will be adjusted to reflect any underpayment or overpayment, as applicable. If any overpayment is not fully collected by an adjustment to the final paycheck, the employee shall return the overpayment to the Board within 14 days after termination of employment. Election: Employees who elect to receive their pay over 26 pay periods must sign and submit to the Payroll Department the individual “Educational Technician Year Round Pay Program Form” no later than the first Friday in August prior to the start of the school year. Once enrolled for pay averaging, the employee will not be permitted to change their election on pay averaging until the following school year. Once enrolled for pay averaging, the employee will maintain enrollment in pay averaging on an annual, ongoing basis unless the employee withdraws as provided herein. To withdraw from the pay averaging program for the following school year, employees must complete and submit the “Educational Technician Year Round Pay Program Form” to the Payroll Department no later than the first Friday in August prior to the start of the school year. Employees who also hold a stipend/differential position will be paid at regular intervals and will not have the stipend/differential annualized. Employees who are hired after July 30 are not eligible to participate in pay averaging until the following school year.
Recording Hours Worked. Employees enrolled in pay averaging must submit a timecard stating the actual hours worked during the payroll period so that PPS records will be accurate and so that any one-time adjustment can be made. Records must reflect actual hours worked, even when pay is averaged.
Recording Hours Worked. For an employee enrolled in pay averaging, PPS records will reflect that the employee has worked their scheduled hours for each pay period, unless the employee works fewer or more than their scheduled hours. If the employee works fewer or more hours than scheduled, the employee must submit a time card stating the actual hours worked during the payroll period so that the records will be accurate and so that an adjustment can be made. Records must reflect actual hours worked, even when pay is averaged. Adjustments: If the employee works more hours than scheduled during a pay period, pay for the additional work (including overtime if applicable) will be included in the next paycheck. If the employee works fewer hours than scheduled during a pay period, and is not eligible to use paid leave for such hours, the next paycheck will be reduced by the number of hours not worked x hourly rate. If an employee is separated prior to the end of a work year, the employee’s final paycheck will be adjusted to reflect any underpayment or overpayment, as applicable. If any overpayment is not fully collected by an adjustment to the final paycheck, the employee shall return the overpayment to the Board within 14 days after termination of employment. Election: Employees who elect to receive their pay over 26 pay periods must sign and submit to the Payroll Department the individual “Educational Technician Year Round
