Employee Time Entries

Time entries must be submitted by 12:00 a.m. on the day services are provided using the Company's time-tracking system. Each employee is responsible for verifying the accuracy of his or her timesheet daily, and entries may be audited by supervisors, Human Resources, or Payroll personnel.

Hourly employees who fail to submit their time entries on schedule risk delayed pay, although the Company will make every reasonable effort to ensure recorded hours are processed. It is the employee's responsibility to confirm that hours are captured and entered correctly so that pay is accurate. As a courtesy, Payroll may pay an employee for typical hours worked when the Company is notified that time was not recorded or was recorded incorrectly. In that case, the employee may be required to repay any overpayment, and the Company will issue a corrected payment for any shortfall as soon as the error is identified and Payroll can process it. Reporting a late timecard submission is the employee's responsibility and may result in discipline up to and including termination.

Nonexempt employees must report all time worked and may not work any time that has not been authorized by their supervisors. This means that nonexempt employees may not start early, stay late, work through a meal break, or perform any other extra or overtime work without direction to do so. Employees with questions about when or how many hours they are expected to work should consult their supervisor.

Employees classified as exempt must record absences from work for reasons such as leaves of absence, sick leave, or vacation. Exempt employees are paid on a salary basis, meaning they regularly receive a predetermined amount of compensation each pay period that cannot be reduced because of variations in the quality or quantity of their work. Generally, an exempt employee will receive his or her full salary for any week in which any work is performed, regardless of the number of days or hours worked. However, an exempt employee will not be paid for days not worked under the circumstances described in the Paycheck Deductions Section.

The Company may require an exempt employee to use available PTO or sick leave in place of salary when the employee takes less than a full day off. An exempt employee's salary will not be reduced when the employee works part of a week and misses part of a week due to jury service, service as a witness, military service, or lack of work.

Some salaried employees are still required to follow the time submission schedule, as required by their job description.

Repeated late time entries may result in discipline up to and including termination of employment.

Every employee is expected to record time accurately. Altering or falsifying time, recording time for another employee, billing for full shifts while only working partial hours, misreporting mileage, misrepresenting drive times, double billing, and other fraudulent timekeeping practices are serious offenses that may result in discipline up to and including termination. It is a violation of Company policy for anyone to instruct or encourage another employee to work "off the clock," to misreport hours worked, or to alter another employee's time records. Any employee who is directed or encouraged to do so should report the incident to a supervisor immediately. Such conduct may also be reported to the appropriate law enforcement agency.

Paid Time Off (PTO), Unpaid Time Off (UTO), and Sick Leave (SL) are addressed in the Paid Time Off and Sick Leave sections of this Handbook.