Intellipop Wiki

The purpose of this policy is to provide time reporting requirements for all employees of Intellipop.

A “work hour” is any hour of the day that is worked and authorized to be worked and should be recorded to the nearest tenth of an hour.

“Authorized hours” are work hours that a manager assigns to complete a task.

The “workday” is defined as eight hours of authorized work between 8:00 a.m. and 5:00 pm. Employees may also be assigned to alternative schedules to include flextime or compressed workweeks with the authorization of their managers.

The “workweek” covers seven consecutive days beginning on Saturday at 12:00 AM and ending on Friday at 11:59 PM. Alternative workweeks may be established for specific projects or departmental needs with the authorization of a vice president. The usual workweek period is 40 hours.

Supervisory, managerial and executives do not qualify for premium pay but are expected to record all hours worked to the nearest half hour for workload management purposes.

Employees will submit their time records weekly as directed by their managers, either online or in hard copy. Time records must show all hours worked with project codes or departmental codes and labor distribution codes (e.g., hours worked, vacation time, sick time) that were incurred for the week. Time records should not be completed in advance.

Exempt employees who are eligible for premium pay should indicate the premium pay authorization code provided by their managers for all eligible hours.

Each employee is to:

Maintain an accurate daily record on his or her time record of hours worked. All absences from work schedules should be appropriately recorded. Entries should be made daily.

Obtain approval for any overtime or premium pay adjustments to be made in the workweek.

Sign and submit the completed time record in the format required (electronic or paper) to the manager in the time period required for approval.

Each manager is responsible for:

Ensuring that all employees maintain accurate time records. Approving time records and submitting them to payroll.

Payroll will:

Ensure that all employees are paid earned wages/salaries on appropriate dates in accordance with federal and state regulations. Distribute blank time records, and paychecks or stubs biweekly. Post all time and labor charges to the labor distribution and allocation journals.

Employees who are found to be offenders of this policy will be subject to disciplinary action at the discretion of their managers and respective vice president as follows:

First-time offenders will be:

• Counseled to ensure that time reporting requirements are understood.
• Advised of the consequences of further infractions.
• Provided with a copy of this policy and acknowledgement receipt that it has been communicated and understood.

Second-time offenders will:

• Receive a written warning in their personnel files.
• Be subject to spot checks by their managers during the 30-day period following the infraction.
• Be required to attend the next scheduled training session on timekeeping and to re-acknowledge understanding of this policy.

Third-time offenders will meet with their managers and senior management to be advised that this infraction will be noted in the employee’s next annual performance evaluation, and they will receive a second written warning in their personnel files.

Fourth-time offenders will have their case presented by their managers to the disciplinary review committee for review of rehabilitative/punitive actions up to and including termination.