ICMARC Associate Handbook August 2016

Confidential — for Internal Use Only

Associate Handbook August 2016 |

Comp time must be noted on the biweekly time report in the “Comp” pay code and have the supervisor’s

approval. Unused comp time may not be converted to pay. In no case will compensatory time be paid at the

end of an associate’s employment with ICMA‑RC or in anticipation of such an event.

Note:

Under the Fair Labor Standards Act, compensatory time is not available to nonexempt associates.

PAYDAYS, TIME REPORTS, AND PAYCHECKS

Paydays

Paydays are scheduled biweekly on alternate Fridays. There are 26 paydays per year. If a bank holiday falls on a

regularly scheduled payday, the payday is moved to the preceding workday. There is a one-week lag between the end

of the two-week pay period and the actual payday. For example, if a new hire started work on January 4, working

a pay period from January 4 to January 17, he or she would receive a paycheck for that period on January 23.

Time Reports

The process used to report work hours varies based on whether the associate is nonexempt or exempt:

NONEXEMPT

All nonexempt associates must report their time worked electronically each day, and must complete an electronic

timesheet to acknowledge any leave taken. This requirement applies equally to telecommuters. The failure to

timely and accurately report your actual hours worked is grounds for discipline up to and including discharge.

EXEMPT

All exempt associates must submit and approve biweekly time reports, including any exceptions to a normal workweek.

REPORTING YOUR TIME AWAY FROM WORK

Holiday, vacation leave, scheduled and unscheduled sick leave, other paid leave, and leave without pay must

be accurately reported on the time report. If you are exempt (not eligible for overtime), you should report

a maximum of 7.5 hours per workday. ICMA‑RC does not generally pay in advance of time worked or in

advance of paid leave accrual. Please double-check that your hours worked and leave time taken are accurately

reflected on your electronic pay advice.

Taking more paid leave than accrued without express authorization from your manager and human resources

or falsifying a time report can result in disciplinary action.

FOR FURTHER GUIDANCE ON REPORTING TIME

Detailed

can be found at