![]() ![]() A supervisor’s failure to approve employees’ time entries in HCM by the closing date is considered a violation of this policy and of the university’s Positive Corrective Action (PCA) Policy and may be subject to corrective action. Time entries must be approved by supervisors on a regular basis, no later than the pay closing date. After reviewing and resolving any discrepancies, the supervisor (or department designee) will approve the employee’s time and attendance in the HCM Time Entry System approval process. Supervisors (or department designees) are responsible for reviewing employees’ time records and resolving any discrepancies. Falsifying recorded time is an act of misconduct and is subject to corrective action, up to and including termination. ![]() An employee’s failure to accurately complete their time entry in HCM by the closing date is considered a violation of this policy as well as the university’s Positive Corrective Action (PCA) Policy, and may be subject to corrective action. Time entry should be completed by the employee on a weekly basis, but not later than the pay closing date for the exempt (monthly employees) and/or non-exempt (semi-monthly) employee. The employee is responsible for ensuring their actual hours worked and absences taken (sick, vacation and/or other unscheduled time off) are recorded accurately. This will help ensure employees are properly paid in a timely manner. To ensure accurate records are kept of the hours an employee works (including overtime hours where applicable), the accrued sick and vacation time an employee has taken, and the amount of unscheduled time off an employee has taken, employees and their department are required to maintain accurate time and attendance records by accurately recording all hours worked in the Human Capital Management (HCM) Time Entry System. The university must comply with applicable federal and state laws that require records to be maintained of all hours worked by employees. Nonexempt employees who are delayed in reporting to work more than thirty (30) minutes and who have not notified their supervisor of their expected tardiness may lose their right to work the balance of the work day. If an employee is unable to report to work they are required to notify their supervisor at least thirty (30) minutes prior to their start time. Therefore, all employees are expected to report to work on time every day they are scheduled to work and to maintain a satisfactory record of attendance. Each absence unfairly burdens employees’ co-workers and supervisor(s). Regular attendance is of vital importance to the successful performance of employees’ jobs. Supervisors are responsible for communicating the attendance policy to staff and for fair and consistent application of the policy. The university’s Absences and Attendance Policy and Procedure will apply for departments and/or management centers that do not establish a procedure. All staff should sign a copy acknowledging the department’s specific attendance policy if different from university policy. To meet operational needs and commitments, management centers and/or departments can establish attendance policies different than the university’s policy, but must consult with Employee Relations when drafting their policy. In order for the university to achieve these goals, employees are required to maintain a satisfactory record of attendance. ![]() Punctuality and regular attendance are essential to ensure optimal productivity and customer service. Related Legislation and University policies: Positive Corrective Action (PCA) PolicyĮxclusions: executive staff Policy Statement Responsible University Office: HR Employee Relations Responsible Official: Vice President of Human Resources Job Performance, Workplace Expectations, and Employee Behavior.University-Wide Expectations and Services.Employee Assistance & Work/Life Program. ![]()
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