WICOMICO COUNTY PUBLIC SCHOOLS CONTRACTUAL EMPLOYEE’S GUIDE 11. The identification badge is intended for the sole use of the employee who is identified on the badge. An employee’s identification badge shall never be used by another employee for any reason. 12. Failure to abide by these rules and procedures may result in disciplinary action. Release of Confidential Information Statement Information concerning a student's school records or conduct is not to be discussed with anyone except other Wicomico County Public School employees who have a direct school-related interest in the student. Discussion of such information with student's parents shall be limited to those employees having direct responsibility for the supervision, direction or instruction of the student. Reporting for Work Impaired Contractual employees are prohibited from reporting to work with an odor of alcohol or under the influence of alcohol, chemicals, or drugs which impair one’s ability to perform normal work activities. Failure to comply could result in disciplinary action up to and including termination. Time Keeping and Attendance Procedures All employees must record their time and attendance using the KRONOS electronic time and attendance system. Upon reporting for work, employees must “clock-in”. This will facilitate your payroll editor’s creation of the Scheduled Not Clocked In report. Each employee and supervisor is responsible for proper completion of electronic attendance/time reports to account for the total days/time worked each pay period. The Fair Labor Standards Act (FLSA) identifies two groups of employees for record-keeping requirements – “exempt” and “non-exempt”. For “exempt” employees (those who are exempt from the over-time requirements of FLSA) an attendance record is all that is required. Therefore, only the initial “clock-in” is necessary. For “nonexempt” employees (those who are not exempt from the over-time requirements of FLSA), actual hours worked must be tracked in order to accurately calculate any over-time (compensatory time). Consequently, “non-exempt” employees must clock-out when departing from work for the day. Any questions as to an employee’s FLSA status – exempt vs. non-exempt – should be directed to the Human Resources Department. It is strictly prohibited to work “off-the-clock”. In other words, it is a violation of this procedure for a “non-exempt” employee to commence work prior to “clocking-in” or subsequent to “clocking-out”. It is also a violation of this procedure for any employee to instruct another “non-exempt” employee to work “off-the-clock”. Such violations should be reported to the Director of Human Resources immediately. The practice of “buddy-swiping” is strictly prohibited. Under no circumstances should an employee “clock-in” for another employee using the absent employee’s KRONOS ID badge. Such violations are subject to disciplinary action and should be reported to the Director of Human Resources immediately. All time taken off must be charged to the appropriate leave code in accordance with Board procedures. All employees approve their timecard at the end of each pay period. Supervisors must approve staff’s time electronically each pay period. Unofficial time records are strictly prohibited. All employees, with the exception of substitutes and certain temporary employees, are assigned a schedule in the KRONOS time and attendance system. Employees may not change their assigned schedule without the approval of their supervisor. If, however, a supervisor finds it necessary to change an employee’s assigned schedule, they must notify the payroll department immediately.
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