Timekeeping Accurately recording time worked is the responsibility of every Spelman employee. Federal and state laws require Spelman to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent on the job performing assigned duties. Non-exempt Time Reporting Non-exempt employees should accurately record the time they begin and end their work. They should also record the beginning and ending time of any split shift or departure from work for personal reasons. This information should be transferred to their timesheet for submission to Payroll. Altering, falsifying, tampering with time records, or recording time on another employee's time record may result in disciplinary action, up to and including termination of employment. Non-exempt employees should report to work no more than 15 minutes prior to their scheduled starting time nor stay more than 15 minutes after their scheduled stop time without expressed, prior authorization from their supervisor. It is the employee's responsibility to sign their time records to certify the accuracy of all time recorded. The supervisor will review and then initial the time record before submitting it for payroll processing. In addition, if corrections or modifications are made to the time record, the supervisor must verify the accuracy of the changes by initialing the time record. Overtime work must always be approved by the supervisor before it is performed. Exempt Employee Time Reporting Exempt employees are required to keep accurate records of the number of hours worked as well as time used for vacation and sick. This information should be reported via time sheets and submitted to payroll by the deadlines set by the payroll department. Depending on funding sources for certain positions, additional timekeeping requirements may have to be met for exempt employees. Check with your supervisor or Department Chair for further information. Submission of Timesheets Timesheets must be received by Payroll no later than the fifth (5th) working day of the following month. Failure to comply with this policy can lead to disciplinary action, up to and including termination. Policy No.  401  Effective Date:  9/1/2000  Revision Date:  6/1/2002