…essary to equal two total hours of compensation is considered Callback Not Worked. Callback Not Worked for non-exempt employees is not considered work time for the purposes of determining overtime eligibility and is not offset by additional hours worked. See Determining Time Worked for more information. Recordkeeping Time Information Management (TIM) System: The Time Information System (TIM) is used to track work hours, special pay, and leave for…

…rmining overtime eligibility and will not be offset by any additional time worked during the work week. See Determining Time Worked for more information. Recordkeeping Travel Time Equal Time Off is earned on a hour-for-hour basis. The maximum accrual is 240 hours (pro-rated for part-time employees). For SHRA non-exempt permanent employees: Any hours in excess of 240 (pro-rated) must be paid out for SHRA permanent non-exempt employees as it is earn…

…oyees The University recognizes the importance of providing flexibility for employees to balance work responsibilities with personal obligations and commitments. For information about flexible work options and the flexible work arrangements policy, please visit the Flexible Work Arrangements for University Employees page.  …

…ent/School, be based on the full-time annualized rate recognizing that the work assigned during the summer months may exceed the normal academic year work schedule. This applies to the total cap on such salary, but the department may pay any lesser amount at its discretion. Use whole dollars for all salary rates and payment for both summer salaries and summer school pay. Adhere to the applicable dates each year for calculation of summer compensati…

…Workplace? In the United States employees spend nearly 50 hours a week at work. Therefore, worksites have a great opportunity and responsibility to support employee health by creating an environment that is safe and makes the healthy choice the easy choice. Potential Impact of Comprehensive Workplace Wellness Programs Reduced sick leave Reduced short-term disability Decreased workers compensation claims Reduced health care costs (insurer & subscr…

…making this determination. Shared leave ends when the employee returns to work. However, employees who have returned to work from Family & Medical Leave on a reduced or intermittent work schedule may be approved for continued shared leave on a case-by-case basis. An employee may retain up to 40 hours (pro-rated for part-time employees) of unused donated leave. These hours shall be moved from the employee’s shared leave record and placed in the em…

…discretion; non-exempt employees earn 1.5 hours of comp time for each hour worked over 40 in a work week. Comp time should be used before any other type of accrued leave; if it is not used within one year of being earned, it is paid out. Competency Profile | A set of knowledge, skills and abilities required of the position based on business needs as determined by the manager. It can be contributing, journey, or advanced and applies to SHRA positio…

…s on the Flexible Spending Accounts, click on the links below: Health Care Flexible Spending Account Dependent Day Flexible Spending Account How Much Does it Cost? Dependent Day Care Flexible Spending Account Minimum of $120/year; maximum of $5,000 per year. If both you and your spouse can contribute to this or a similar plan, the maximum family contribution is $5,000 per calendar year. Health Care Flexible Spending Account Minimum of $120/year; m…