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are permitted by law. Full day deductions from pay that are permitted by law include, for <br />example, deductions for personal time off, sick days before or after eligibility for paid <br />sick leave, or for infractions of written workplace conduct rules. Full or partial day <br />deductions may be made from the salaries of exempt employees for infractions of safety <br />rules of major significance. <br />In addition to being classified as either non-exempt or exempt, all employees are <br />classified as one of the following: <br />Regular Full-Time Employee. A regular full-time employee typically works 40 <br />or more hours per week, and is not classified as a temporary worker. <br />Regular Part-Time Employee. A regular part-time employee typically works <br />fewer than 40 hours per week, and is not classified as a temporary worker. <br />Temporary Worker. A temporary worker typically is hired for a specific period <br />of time. Generally, temporary workers are hired as interim replacements, to <br />supplement the work force, and/or to assist with specific projects. Temporary <br />workers often will be informed of an estimated duration of their assignment, <br />although either the worker or the Utility may end the work relationship at any <br />time. Temporary work that continues beyond an estimated duration in no way <br />implies a change in the worker's status. Temporary workers retain their <br />temporary status unless and until they are specifically notified by the Utility of a <br />change. <br />21. TIME REPORTING POLICY <br />General Policy <br />The goal of the time reporting system is the accurate and timely reporting of time worked <br />(by job or account) and time off (by category). This is essential for (1) ensuring labor <br />costs are properly reported, (2) monitoring actual performance against budgetary goals, <br />and (3) guaranteeing that employees are paid correctly and that their leave accumulations <br />are accurate. <br />Each employee is responsible for his or her own personal reporting, and each supervisor <br />is responsible for reviewing the employee's compliance. <br />Recording Time <br />Employees are required to record the following on their timecard: <br />• Amount of Time Worked; <br />• Description of the time worked; <br />• Account to be charged (accounting system designation); and <br />18 <br />