If a non-exempt staff member and his or her supervisor agree that the staff member can make up time missed due to severe weather, how should this time be recorded?
All hours worked must be recorded appropriately and accurately through the staff member’s designated time reporting system. When severe weather requires a staff member to leave work early or prevents a staff member from reporting to work, lost time is not counted as work time. Time lost due to severe weather must be charged to a staff member’s vacation, discretionary holiday, PTO account, charged as time without pay, or any combination of these. Note: Recording lost time as time worked is considered a falsification of Duke records, which may lead to immediate termination.
Related Questions
- If a non-exempt staff member who has been assigned to delayed service comes to work when severe weather has been called, is he/she eligible for the one-hour grace period and 10% premium?
- If a non-exempt staff member and his or her supervisor agree that the staff member can make up time missed due to severe weather, how should this time be recorded?
- How do non-exempt staff members account for time off due to severe weather?
