1. Time Records for Payroll and Attendance Nonexempt and hourly paid staff members are required to keep time records to document their attendance, absences and payroll entitlements, including overtime. Bargaining unit members, hourly paid staff members, and students, all paid every other week, record their hours worked, and their absences, on a bi-weekly basis using Hourly Time Cards, which they return to their supervisors upon completion. Salaried nonexempt staff, paid monthly, complete Attendance/Exception Hours Report Forms to document their hours of work and absences, and submit them to their supervisors every month. Exempt staff do not keep time records for attendance or payroll documentation purposes. However, exempt staff maintain records of absences for which they are entitled to paid time off (PTO).

2. Time Records for Departmental Service Charges Staff members whose hours of work are the basis for departmental charges for services keep time records to document those charges and the tasks to which their hours were applied. Shop personnel use so-called "Gray Cards" to keep daily records of hours worked by assigned task. Professional and other salaried staff whose hours are billable to assigned tasks or projects keep a weekly record of hours worked by project or task.

3. Work Time Work time is the time staff and bargaining unit members are to spend in the direct performance of their job assignments. Staff and bargaining unit members are expected to apply themselves productively to assigned duties during the full schedule for which they are compensated, except for reasonable time for personal needs and authorized breaks. It is imperative that staff and bargaining unit members avoid conduct that may be construed as, or appear to be, non-productive. Staff and bargaining unit members report situation which prevents effective performance must be reported to a supervisor.

4. Breaks A break is a short paid rest period during work time. The break schedule and duration for bargaining unit members is based on REFERENCE 2. All other staff have not more than two unscheduled breaks not to exceed 15 minutes each; they may not be used "back-to-back," and they may not be used to extend lunch periods, to offset tardiness, or to compensate for early departure from work.

5. Meal Periods The meal period is unpaid and is taken somewhere near the middle of the shift for people who are on full-time work schedules. The lunch period for bargaining unit members is based on REFERENCE 2. The meal period for other staff members lasts at least one half-hour, but not more than one hour.

If a supervisor requires a staff member to work through a meal period, then the supervisor grants the staff member an alternate meal period on the same day, as close to the normal time as possible. Nonexempt staff members required to miss a meal period altogether receive pay for all hours worked, at the applicable regular rates and overtime rates, unless the staff member requests, and the supervisor approves, compensatory time off during the same work week that the meal period hours were worked.

6. Early Arrival/Late Departure; Extra Hours For non-exempt staff members, those who arrive early may not begin work early, and those who stay late may not continue working late, except at the request, or with the approval, of their supervisors. For members of the bargaining unit, hours of work exceptions are based on REFERENCE 2. For exempt staff members, all hours of work are based on the time required to perform his or her assigned responsibilities. Non-exempt staff members directed to arrive early or work late receive pay for all hours worked, at the applicable regular rates and overtime rates, unless the staff member requests, and the supervisor approves, compensatory time off during the same work week that the extra hours were worked.

7. Tardiness Staff members should arrive in time to start working promptly at the beginning of the work day. Supervisors consider the circumstances of a staff member's tardiness, and the following general guidelines, to decide how to handle each event:

8. PTO Approval Except when events beyond their reasonable control prevent them from doing so, all staff members - exempt, nonexempt and hourly alike - arrange with their supervisors, in advance, for their use of PTO during their intended absences. Staff members report the unexpected use of PTO to their supervisors within one hour of the beginning of work, except when events beyond reasonable control prevent them from doing so. A staff member's unexpected use of PTO is still subject to the review and approval of the supervisor, to confirm that continuation of pay is appropriate during the absence from work.

1. All FMS staff members are responsible to be aware of the topics addressed in this directive, and to consult it and any applicable references prior to initiating an inquiry related to any of these topics.

2. Supervisors are responsible to use this directive to guide both their uniform application of rules and regulations, and their consistent treatment of all subordinate staff members. Supervisors who need detailed policy and procedure guidelines are responsible for consulting REFERENCES 1 or 2, or their directors, or the AVP, or the deputy to the AVP.

3. Directors, the AVP, and the deputy to the AVP are responsible for consulting the appropriate staff member in Human Resources or other appropriate University officials for detailed guidance on the matter at hand.

2. AGREEMENT between CMU and SEIU Local 29, dated February 10, 1994

5. CMU policy memo on Temporary Emergency Closing of the University, dated October 24, 1994