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Payroll: Work Day/Work Year/Breaks/Pay Periods
Date approved:
May 2011
Approved by:
 
Date to be reviewed:
AprL 2013
Reviewed by:
Director of Human Resources
Date revised:
August 2013
Revision number:
1.3
 
Compliance Committee:
As Scheduled

1.0 SCOPE

To insure that Wheeling Jesuit University employees are compensated per federal, state and local guidelines.

2.0 POLICY STATEMENT

2.1 Policy

All employees of Wheeling Jesuit University will be compensated per the practices delineated within this policy and per the guidelines established by the US Department of Labor according to the Fair Labor Standards Act.

2.2 Definitions

  1. “Fair Labor Standards Act (FLSA)” – The regulation governing who is to be considered Exempt (exempt from compensation at the rate of time plus one half for all hours worked in excess of forty hours in a workweek) and Non-Exempt (must be compensated at the employees regular hourly rate of pay at time plus one half for all hours worked in excess of forty hours in a workweek). The Act also establishes minimum wage requirements and mandatory federal wage deductions.
  2. “Administration” – The University’s terminology for employees who are Exempt per the FLSA. Per the FLSA, these positions are executive, administrative, professional and sales as defined by the FLSA.
  3. “Staff” – The University’s terminology for employees who are Non-Exempt per the FLSA.
  4. “Overtime” – The common terminology for hours worked in excess of forty in one work week.
  5. “Deductions” – Mandatory withholding from an employees pay check for federal income tax (per the employee’s self-completed W-4), social security (FICA) and various state and local taxes.
  6. “Paid Time-Off” – Hours / days when the employee does not report to work but for which the employee is compensated. Reference the University Paid Time Off policy.

2.3 Work Year

The official University fiscal year begins on July 1st and concludes the following June 30th (twelve months later) and the work year for Administration (Exempt) employees coincides with the fiscal year. The work year for Staff (Non-Exempt) employees coincides with the calendar year, beginning January 1st and ending December 31st.  Full-time employees are granted paid time-off for holidays and University-provided paid time-off benefits (vacation, sick and personal days) as well as legally mandated time-off (FMLA, USERRA, etc) which may be unpaid in whole or in part. Regular, part-time, benefit-eligible employees may be given prorated amounts of paid time-off depending upon their position, work year or duration of the assignment.

2.4 Work Week

The official University work week as defined for all employees begins at 12:01 a.m. Saturday and concludes at midnight the following Friday (seven days later). Employees are regularly scheduled to work five (5) days within the workweek with the exception of part-time positions that may be designated for less than five (5) days work.  The University reserves the right to adjust an employee’s work schedule and may, from time to time, allow the employee to voluntarily adjust the work schedule by providing a summer “compressed work week” schedule subject to pre-approval by the employee’s immediate supervisor. 

2.5 Work Day

The official University work day as defined for all employees begins at 12:01 a.m. and concludes at midnight (twenty-four hours later). Employees are regularly scheduled to work eight (8) hours, exclusive of breaks and lunch, within the work day with the exception of part-time positions that may be designated to work less than eight (8) hours per work day.   The University reserves the right to adjust an employee’s work schedule and may, from time to time, allow the employee to voluntarily adjust the work schedule by providing a summer “flex work schedule” subject to pre-approval by the employee’s immediate supervisor.

2.6 Recording Time

Staff employees, per FLSA guidelines, are to maintain and submit, for the supervisor’s approval at the conclusion of the pay period, a daily and weekly time sheet noting all days and hours worked, start / stop times, lunch / break times and times in excess of or less than the prescribed daily work schedule.  All days and hours scheduled but taken off must be noted including the reason the days and hours were taken off. Time sheets may be kept electronically. Administrative employees are required to notify Human Resources, via form or electronic time keeping system, of all days worked and days taken as paid time-off for the purposes of record keeping (vacation, personal, sick, etc).

2.7 Overtime

Staff employees must be compensated at their regular hourly rate of pay plus an additional one-half hour of pay at their regular hourly rate of pay (time plus one-half) for all hours worked in excess of forty in the same work week. The University does not provide overtime benefits for hours worked in excess of eight in any one workday except as such hours are counted toward the hours in excess of forty in that workweek. There is no premium pay for hours worked on Saturday or Sunday except as such hours are counted toward the hours worked in excess of forty in that workweek. Paid time-off counts toward hours-worked in the workweek and subsequent overtime calculations. 

2.8 Holiday Pay

  1. Benefits-eligible staff employees who are assigned to work a scheduled holiday will receive their holiday pay  equivalent in hours to their regularly scheduled workday in addition to their regular hourly compensation  for all hours actually worked on the holiday.
  2. Departments may allow employees to “bank” the holiday worked  and use it as paid time-off at a later  date in the work year. “Bank days” must be used before the conclusion of the work year and cannot be  carried over.  Employee’s who “bank” the day will get paid for hours actually worked on the holiday but  apply the holiday pay toward the “bank” day used later in the year. Such “bank days”, if unused, will not be  paid-out upon termination.

2.9 Docking Pay

Employees who are off for personal reasons and cannot cover such time off with either University provided paid time-off benefits or per the uncompensated time-off policy, or who are issued unpaid time-off as a consequence of corrective action, will have such hours deducted from their pay during the corresponding pay period. “Docking pay” is not to be used as a benefit to provide additional time off work and is not to be used in lieu of University provided paid or unpaid time off benefits or after such benefits are exhausted.

2.10 Pay Periods

Pay periods for staff employees cover two (2) consecutive work weeks. Staff employees are paid every other Friday for work completed in the preceding two (2) work weeks for a total of twenty-six (26) pays in any one (1) calendar year. Administration is paid bi-monthly, on the fifteenth (15th) and the last day of the month, for a total of twenty-four pays in any one (1) fiscal year period. Employees may receive their pay check electronically by contacting the Payroll Department.

2.11 Lunch and Break Periods

All employees are to take, at minimum, a thirty (30) minute unpaid lunch period. Employees may be scheduled for either a sixty (60) minute half paid / half unpaid, lunch period or a thirty (30) minute unpaid lunch period with two (2) fifteen (15) minute paid breaks (the first half way between the start time and lunch, the other in the afternoon halfway between lunch and the scheduled stopping time at the end of the workday). Employees may elect to adjust their lunch / breaks with the pre-approval of the supervisor and in accordance with flex scheduling guidelines when issued.  Nursing mothers will be given additional, reasonable, break time and accommodation in the work day and location per the FLSA.    

3.0 AUTHORIZATION

The Director of Human Resources has the authority to change, modify or approve exceptions to this policy at any time with or without notice and with the approval of the University President.

4.0 ATTACHMENTS

 


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