Except for the Administrative Officers and Associate Deans, all staff employees will complete and submit a time sheet to their supervisors for approval. After reviewing and signing the time sheet, the supervisor will submit it to Human Resources by the appropriate due date as outlined below.

The initial decision to pay a non-exempt employee on a salary or hourly basis is made by Human Resources or the supervisor and approved by the Office of Human Resources. Some of the factors considered include job requirements and frequency of schedule variations or exceptions.

From time to time Human Resources or the supervisor may determine that it is appropriate for an established salaried employee, exempt or non-exempt, to be paid on the hourly payroll. Most often this will occur when accrued leave balances are exhausted. The supervisor is responsible for monitoring leave usage and recommending a change of the employee's status from non-exempt to hourly when leave balances are exhausted. When the leave balance increases to 40 hours of combined annual and sick leave and a stable attendance pattern is established, that is, accrued leave usage is at a rate less than the earned rate during a month and this pattern is maintained for three to four months, Human Resources or the supervisor may then return the employee to the salaried payroll.

The pay period for an Exempt Employee is the first through the last day of the month. Time sheets for the preceding month are usually due the first work day of the month. Exempt employees record only exceptions to their usual work schedule. If time was missed, the exempt employee should record the type of leave and the amount of time taken on the actual date of absence. Human Resources or the supervisor may determine that it is appropriate for an established salaried employee to be paid on the hourly payroll as outlined above.

The pay period for a Salaried Non-Exempt Employee is the first through the fifteenth and the sixteenth through the last day of the month. Time sheets for the preceding month are usually due the first work day of the month. Salaried non-exempt employees record all time worked on the date it was worked and all time missed on the date of absence. Because the university's salary payrolls are based on what an employee is scheduled to work, not necessarily equal to what s/he actually works, it is possible for a salaried non-exempt employee to be overpaid if s/he has absences in excess of available and appropriate earned leave. Human Resources or the supervisor may determine that it is appropriate for an established salaried employee to be paid on the hourly payroll as outlined above.

The two pay periods for an Hourly Non-Exempt are the first through the fifteenth and the sixteenth through the last day of the month. Time sheets for the preceding pay period are usually due the first working day after each pay date. Paychecks cannot be released if required time sheets have not been submitted. Late or incomplete time sheets and/or Action Notices will cause a delay in the issuing of a paycheck.