TIMEKEEPING POLICY & PROCEDURE AND GUIDELINES. HUMAN RESOURCE POLICIES & PROCEDURES TIME RECORDS. All staff members are required to maintain a time record using a time-keeping system designated by the University.
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(1) adequate work coverage to successfully meet
(2) work schedules are observed.
(3) non-exempt staff members are afforded the opportunity to observe rest periods and take their meal break.
Remember, we are providing you with the opportunity to take your meal
period. Working during your lunch hour is not what we want you to do.
Even if you believe you have to, because it will result in additional pay,
you are required to obtain supervisory approval before working during or
through your lunch hour. Where some work is pre-approved by your
supervisor, you should still take a break of at least 30 consecutive minutes
duty-free. If you do not think that you can do so, then you must inform your
supervisor prior to performing any more work.
There are a few scenarios that could occur –
(a) You miss lunch completely and work the entire nine-hour day in
which event you will receive overtime for the ninth hour worked and
one additional hour of pay as a premium for the missed meal break.
(b) You take a late lunch (after the fifth hour worked) you will receive one additional hour of pay as a premium for the missed meal break
to the extent required by law.
(c) You leave early because you missed your meal break. You will receive one additional hour of pay as a premium for the missed meal
break, to the extent required by law, and applicable overtime, if any.
Your work day begins when you arrive at the first location that is required
by the University and that is work related. For example, if your supervisor
requires you to stop at the bakery to pick-up sweets that is the beginning
of your work day and should be recorded as the time “in.” If you
voluntarily decide to pick up sweets, however, your work day generally will
start when you arrive at the office.
With prior supervisory approval for overtime you may have an
arrangement like this. Remember – no overtime may be worked without
prior approval and compensatory time is not allowed by University policy.
So, with prior supervisory approval, the day you work six hours you will
receive regular pay for six hours. The day you work 10 hours you will
receive eight hours at your regular base rate of pay and two hours of
Two ways come to mind –
(a) Daily time missed either in a single day or over a week period may be
worked (or “made up”) on a Saturday as long as total hours worked in any
given work week does not exceed 40 hours or exceed eight hours in any
(b) The University does have a Flextime Policy and Procedure. With
supervisory approval, a flex schedule may be established.
First, supervisors are trained not to mandate unpaid overtime.
Second, the University requires that all overtime worked by a non-exempt
staff member be paid at the appropriate overtime rate. There are NO
exceptions. We suggest that if you believe your supervisor is mandating
unpaid overtime, prior to working that overtime, you first speak with your
supervisor’s supervisor or speak with Human Resources.
Employees may not “waive” their right to overtime. There are NO
exceptions. If there is no budget, then there is no overtime, period.
Although attendance at such events is not required, your supervisor in
consultation with leadership, will be able to grant “paid time” to attend
certain University-wide events and celebrations, thus, keeping the staff
member whole. If you feel that you should have been paid for an event for
which you were not, then please immediately contact your supervisor.