General time sheet instructions
For employees: To learn more about reporting time, visit the Time and Labor — Time Reporters page.
For supervisors: To learn more about approving time for employees, visit the Time and Labor — Time Approvers page.
For additional information on time reporting, tracking and approval, visit the Time and Labor resource page.
Nonexempt, benefit-eligible employees
Reporting holidays and paid time-off: Holidays are reported automatically. For other forms of paid-time off, the employee should report the time and enter the appropriate time sheet code. Hours worked should be taken and reported in even increments of 0.10 hours (i.e., six minute increments). Reporting time on a smaller basis (e.g., 0.25 hours) might cause rounding problems.
Reporting time worked while traveling: For information on reporting travel hours, see the FLSA Travel Fact Sheet (DOC).
Overtime and compensatory time off: Overtime should be worked and reported only with prior approval of the appropriate supervisor. Earned overtime will generally be credited as compensatory time-off, rather than paid overtime. Any exception should be approved in advance.
Reporting time while working youth camps: For information on reporting time while working youth camp, see the Guidelines for hourly paid employees working camps (PDF).
Variable hours and non-benefit eligible staff
Variable hours and non-benefit eligible staff are paid only for time actually worked. Hours worked should be taken and reported in even increments of 0.10 hours (i.e., six minute increments). Reporting time on a smaller basis (e.g., 0.25 hours) may cause rounding problems.
Academic and benefit-eligible exempt staff
Reporting holidays and paid time-off: For extension academic employees and non-exempt staff employees, holidays are reported automatically and employees are expected to report paid time off. For other forms of paid-time off, the employee should report the time and enter the appropriate time sheet code. Hours worked should be taken and reported in even increments of 0.10 hours (i.e., six minute increments). Reporting time on a smaller basis (e.g., 0.25 hours) might cause rounding problems.
Other compensation policies
It is recognized that in certain instances extra compensation is necessary to the mission of the university because of the great breadth of the university's instructional and service programs. Extra compensation may be authorized when an overload assignment is necessary to carry out the responsibilities of the university and the normal workload of employees cannot be adjusted to permit the proposed work to be done as part of regular duties. Extra compensation does not count as creditable earnings for the university retirement program. For more, see HR-214 Extra Compensation.
Hiring incentives are a critical compensation tool to attract high quality individuals for whom the university is competing and/or for difficult to fill positions. This policy provides authority and guidance for such payments. This policy applies only to employees hired for Fully Benefit Eligible Academic Appointments and for Regular administrative, service and support positions. This policy applies both to prospective employees and to current employees. For more, see HR-104 Hiring Incentives for Faculty and Staff.
Weather-related closure of compus and other offices where extension employees are house - applies to all extension employees:
Generally, extension employees are not required to report to campus or offices when closed. If there are specific situations that dictate otherwise, those must be discussed with supervisors and brought to the attention of HR.
If campus/office is closed for a weather related event, extension employees will be expected to work remotely or take leave with the following exception:
- Compensation will still be provided for those benefit eligible employees who are unable to work remotely because their position was not provided a laptop allowing for remote work.
If you have been approved to work remotely on a hybrid schedule, the assumption is that you are able to work from home if the closure is a day you were expected to be on campus/in the office.
Administrative directors (regional directors, program directors and continuing education directors) who have employees located in offices outside of the Columbia area shall exercise discretion regarding when to close operations. Indications that the local conditions may be severe enough to merit closing operations and implementing administrative leave may include a combination of some or all of the following factors:
- the county courthouse being closed,
- numerous private businesses and/or major employers being closed,
- college and universities in the area closing their campuses, and
- MoDOT "no travel advisory" or significant roads closed to all traffic for a period of time.
Administrative directors have the authority to approve situationally critical employees who may be required to work during emergency closures, and whom will receive premium pay (time and a half) for hours worked. Situationally critical employees may differ, depending on the nature of the situation.
Administrative directors shall inform MU Extension's Vice Provost, Associate Vice Provost, and Human Resources Director in a timely fashion regarding approved emergency closures, administrative leave, and situationally critical employees. Failure to inform them in a timely manner may delay appropriate pay procedures to be implemented.
For more information on emergency closures, see HR-217 Emergency Closure and Suspension of Operations.
Emergency closure pay
For information on procedures for reporting time off and time worked during an emergency closure, see the MU Extension emergency closure pay procedures (PDF) and the Emergency closure reporting worksheet (XLS).