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Thursday, March 26, 2020

From the Vice President for Finance and Management

Posted: Thursday, March 26, 2020

Guidance for Hourly Employees

This guidance applies through March 31, 2020, and is subject to extension. It supports the continued processing of time records and payments for hourly employees (includes CSEA Hourly, UUP Hourly, student assistants, and work-study students):

Employees with a Recurring Set Schedule
Until further notice, hourly employees who work a set schedule or less than a set schedule should complete their time cards (or designated time keeper, i.e., their supervisor) reflecting their normal schedule and be paid accordingly. Hourly employees who work more than their set schedule should be paid for actual hours worked.

Employees without a Recurring Work Schedule
Hourly employees without a recurring work schedule should be paid for any actual hours worked as reported on their time cards. If the amount is less than their average pay for the previous two pay periods, the employee will be paid for the average number of hours worked in a pay period, determined by averaging hours worked in the previous two pay periods. Such employees will be paid for actual hours worked if their pay for the current pay period would exceed average pay for the previous two pay periods.

Research Foundation Hourly Employees
The ability to pay employees who are grant funded is dependent on the guidelines provided by each sponsor. The overall rule is that there must be a benefit to the project for any charge on a grant. Unless that rule is specifically waived by the sponsor, employees who are unable to work during the COVID-19 epidemic must either charge their leave accruals or be placed on unpaid leave. Those placed on unpaid leave may be eligible to collect unemployment. Please contact your principal investigator to determine your work status.

Non-essential employees who are not in the workplace pursuant to the governor’s direction should code time sheets as time worked. Such employees should be working from home to the greatest extent possible. Hourly employees, including CSEA Hourly or UUP Hourly, student assistants, and work-study students, may work remotely via the telecommuting program. Essential employees not in the workplace may also work remotely via the telecommuting program. Telecommuters will treat telecommuting days like regular workdays and will be expected to maintain a regular work routine while telecommuting. Supervisors may require telecommuters to have a set telecommuting schedule that is specified on the work plan. Telecommuters will work their entire approved workday. Supervisors will ensure the work plan is followed and review and approve their time sheets.

This process is based on current guidance, applies from March 16 forward, and is subject to change at any time.