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Revised October 2020 If the need arises, the request should be directed to Payroll with at least one

Revised January 2011 Although there is no requirement by law, the university’s policy provides for additional pay at the rate one and one-half times the regular rate, whenever certain benefits eligible staff employees are required to be present on holidays observed by the university.

For Benefits Eligible Employees (.50 FTE and above) Updated December 2022 Whenever inclement weather creates hazardous travel conditions, university employees and students are urged to use caution and personal discretion. In extreme weather situations, the university may decide to cancel classes and/or close the university. A determination will be made by 6:00 a.m. for morning and afternoon classes, and by 1:00 p.m. for evening classes and activities. Visit www.plu.edu or call the campus

indicates the dates served and should correspond to the timesheet/leave report, must be sent to the Payroll Office. On the pay statement for the applicable period, there will be a $10 per day deduction to offset the pay for jury time served. The court will send a reimbursement check directly to the employee for time served and mileage. The reimbursement check is the employee’s to keep. PLU may support and release employees from their regular job duties to volunteer as a Citizen Corps member during a

Meal periods are not included as paid work time. Employees are allowed a meal period of at least thirty minutes commencing no less than two hours nor more than five hours from the beginning of the shift. No employee will be required to work more than five consecutive hours without a meal period. Employees are free from work duties during their meal period and are allowed to leave the work area. Employees working three or more hours longer than a normal work day (typically eight hours) will be

Exempt employees are not eligible for additional pay for time worked beyond that which is regularly scheduled. In recognition of the fact that exempt employees work beyond regularly scheduled hours, the university has established a liberal vacation plan for these employees. Supervisors may adjust the work schedule within a work week as may be reasonable and prudent to avoid exceeding the forty-hour limit for nonexempt staff employees. So long as the forty-hour limit is not exceeded, overtime

required. Rest periods are not cumulative and may not be used to shorten workdays. Voluntary attendance at Chapel may be substituted for the morning rest period.

Revised April 2020 For nonexempt hourly staff: Payday normally falls on the 10th for work performed from the 16th to the end of the month, and the 25th for work performed from the 1st to the 15th of the month. When the pay date falls on a Saturday or Sunday, payday advances to the previous Friday. When the pay date falls on an observed holiday, payday advances to the previous day in which the university is open for business. For exempt salaried staff: Payday normally falls on the 30th of each

Staff must complete a time sheet for each pay period. Exempt employees are required to report leaves and holidays only. Nonexempt employees are required to report all hours worked in addition to their leaves and holidays. Supervisors are responsible for ensuring that time sheets are completely accurate, and that they are submitted to Payroll by the due date. Time sheets not completed by the employee until after the due date are held and will be processed in the following payroll.

A work week is defined as a recurring period of seven consecutive twenty-four hour periods (168 hours). The established university work week begins at 12:01 Saturday morning and ends at 12:00 midnight Friday night. The work week for nonexempt employees is the basic unit for determining the proper wage due employees.