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Email: hr@wju.edu
Phone: 1-304-243-8152


Payroll: Work Day/Work Year/Breaks/Pay Periods


Date approved:
May 2011
Approved by:
William Rickle, SJ
Date to be reviewed:
Jan. 2016
Reviewed by:
Director of Human Resources
Date revised:
Feb. 2015
Revision number:
6
 
Compliance Committee:
As Scheduled

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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.
  7. "Work Year" - The twelve (12) month base period on which all University policies and paid time off are
    calculated.
  8. "Work Week" - The seven (7) day base period on which both FLSA compliance and University payroll are
    calculated.
  9. "Work Day" - The twenty-four (24) hour period on which the University's standard eight (8) hour workday
    are calculated.

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) and Staff (Non-Exempt) employees coincides with the fiscal year. The work year is used to schedule holidays and calculate maximum University-provided paid time-off benefit accruals (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. Employees may request a short term adjustment in their work week schedule to accommodate a personal emergency. Such requests must be approved by the employee's supervisor, Human Resources, and the president or his designee.

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.

2.12 Lactation Accomodation

Employees who are also nursing mothers desiring to express breast milk for the employees' infant child will be given additional, reasonable, break time and accommodation in the work day and location for that purpose. Employees needing breaks for lactation purposes may use ordinary paid rest breaks or may take reasonable break time when needed. If possible, the lactation break time should run concurrently with the meal and rest breaks already provide to employees as noted in 2.11 above. If the lactation break time cannot run concurrently with scheduled meal and rest breaks already provided or additional time is needed, then: the lactation break time will be counted as part of an exempt (Administration) employees work day [NOTE: because exempt employees receive their full salary during weeks in which they work, all exempt employees who need lactation accommodation breaks do not need to report any extra break time as "unpaid"] and non-exempt (Staff) employees whose lactation breaks do not coincide with normal breaks or meals may take additional time as "unpaid" time. Non-exempt employees will be relieved of all work-related duties during any unpaid breaks. Non-exempt employees requiring such accommodation should work with their immediate supervisor regarding scheduling and reporting. The non-exempt employee will be permitted to make-up the unpaid time during the workday to obtain a full eight (8) hours pay and not be penalized for additional lactation breaks. The University will provide employees with the use of a room or private area other than a bathroom that is shielded from view and free from intrusion. Such location will be close to the work area if possible but may be the employee's private office. Lactation will be treated as a pregnancy related medical condition. Employees should discuss with their immediate supervisor the location for storage of expressed milk; employees should also contact Human Resources to identify their need for a lactation area.

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 or his designee.

4.0 ATTACHMENTS



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