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What is Changing?Ìý

In the future state, non-exempt employees will be expected to record and verify their start and end times rather than only reporting total hours worked. Punch time refers to recording specific in/out times and does not necessarily mean using a physical time clock. Non-exempt employees may record this information through a Time & Labor timesheet, Time Clock Plus, or another approved timekeeping method depending on their department's process.ÌýÌý

Why?Ìý

Although the term "punch time" is commonly used throughout the project, it is really describing a way of recording time rather than a specific tool. Whether an employee uses Time & Labor timesheet, a physical time clock, or another Time Clock Plus input, the goal is the same: record when work begins, when meal periods occur, and when work ends.Ìý

This approach helps ensure employees are paid accurately for the time they work. By recording start, end, and meal times, employees and supervisors have greater visibility into reported time and can more easily verify that time worked is complete and accurate. It also supports consistent timekeeping practices across the university and creates a clear record of employee time worked.Ìý

What Should Departments Be Thinking °Ç¸ç³Ô¹Ï?Ìý

Departments may want to begin considering local processes related to time entry, missed punches, supervisor review responsibilities, and any workflows that may be impacted by more detailed time reporting requirements. Questions and feedback can continue to be shared through your Change Champion channels.ÌýÌý

What is Changing?Ìý

The university is moving toward a single FLSA designation across all appointments held by an individual employee. Under this approach, employees with multiple appointments will have one FLSA status that is evaluated across their combined scope of work.ÌýÌý

Why?Ìý

This change supports a more consistent approach to how FLSA status is evaluated for employees with multiple appointments. Going forward, multiple appointments will be reviewed together rather than separately, using factors such as job responsibilities, compensation, percentage of effort, and other FLSA considerations. The goal is to create a clearer and more standardized process for employees whose work spans multiple roles.Ìý

What Should Departments Be Thinking °Ç¸ç³Ô¹Ï?Ìý

While most employees will not be affected, departments that work with employees holding multiple appointments should be aware that existing appointment configurations may be reviewed as part of this effort. Additional guidance, communications, and implementation details will be provided as the project progresses.ÌýÌý

A system-wide project communication is currently planned for mid-October. Additional information and preparation materials will be shared with Change Champions during the October CCN meeting before broader communications are distributed. We recognize this topic may generate questions, and we will continue sharing updates as details are finalized and messaging is confirmed.Ìý

At this time, no action is required. The project team is continuing to validate messaging, assess downstream impacts, and coordinate with affected stakeholder groups before broader communications are released.Ìý