Wage and Hour Compliance

Goodwin College complies with all federal and state wage and hour laws. It is essential that non-exempt employees and their supervisors consistently record all timesheet activity in a timely manner. Failure to do so, will be addressed as performance issue and may result in disciplinary action, up to and including termination. Any employees who are unsure of whether they are exempt or non-exempt should see their direct supervisor. 

Non-exempt employees are expected to:

  • Record their time worked each day in their web timesheets.
  • Take at least a thirty minute unpaid break on any day where they work more than seven and one-half hours. They may not skip over or "override" this break. In addition, this unpaid break may not be taken in the first or last two hours of their work day. Please note that Goodwin College does not formally offer two paid 15 minute breaks, however your supervisor may allow such breaks based on department needs.
  • Timesheets must be completed no later than the Monday preceding a pay day. In unusual circumstances (e.g., holidays) employees may be required to complete them sooner. Failure to do so may result in a delay of processing your paycheck. 
  • Inform your supervisor prior to working overtime hours, or as soon as practically possible.

Exempt staff members must record their absences by requesting time off in the payroll system prior to taking the time or as soon as practically possible.

Supervisors are expected to:

  • Review and approve individual timesheets (no batch approvals). Correct any errors or missed punches prior to approval. All approvals must be completed no later than noon on the Monday preceding a pay day. In unusual circumstances supervisors may be required to approve timesheets sooner, this may include holidays or weekends.
  • In the event that a supervisor is unable to access the payroll system, they must contact their direct supervisor to approve in their absence. 
  • Accurately record administrative hours when necessary, and see payroll/HR for guidance if needed.
  • Immediately notify payroll/HR, via email, of any use of bereavement time or jury duty for a member of your team.