Policy Manual

To define and establish the University's payroll cycles and pay dates.

To establish policy governing time reporting for all individuals paid on an hourly basis (including weekly-paid staff, temporary staff, and students) who also follow positive pay reporting. Positive pay reporting is accurately entering/recording all hours worked, compensatory time and time away from work, including but not limited to paid time off (PTO), sick, holiday, bereavement and jury duty.

To establish policy for the payment of retroactive salary adjustments as the result of promotion or reclassification.

To establish policy regarding salary and wage overpayment and to assign responsibility for identifying and remedying the overpayment.

To establish policy regarding the timely processing of an employee’s termination (voluntarily or involuntary) from the University. NOTE: Specific action in Workday is required for affecting an employee’s termination. Updating an employee’s job end date in Workday does not constitute an appropriate termination.

To establish policy for the payment of accrued but unused paid time off (PTO) when an employee separates from the University

To establish policy covering the types and amounts of deductions or reductions that the University will withhold from an employee's pay.

To identify the circumstances under which the University will make deductions, other than statutory tax deductions, from an employee’s pay without the employee’s consent.

To establish a policy regarding payments to an employee who does not receive, through normal payroll processing, payment for time worked.

To establish policy for the payment of additional pay (other than job-related overtime for collective bargaining unit employees and staff members on Hourly Compensation Plans) to employees on Hourly and Salary Compensation Plans who are completing work that is outside the scope of their primary job profile and they would not normally be expected to undertake those responsibilities.