No. The Manager/Supervisor must review the timecard to determine if the additional approval to grant holiday premium is necessary.

If the holiday was required or pre-approved, the Manager/Supervisor must approve the holiday via Overtime Approval under the Approval button.

Yes, but it is important to have adequate documentation such as e-mail notification or fax to back up the manager's entry.

Since TIM is a web-based system, it may be accessed from almost anywhere internet access is available provided there is compatible software. But there is a pending component to the TIM system which would give the Manager/Supervisor the ability to designate another Manager/Supervisor as a delegate for a specified length of time. The delegated individual would have authority to approve timecards for the absent Manager/Supervisor's employees.

Approval of an individual plan cannot be unreasonably withheld. If a plan is not approved, the supervisor should clearly state the reason for disapproval, so the plan can be amended and approved.

The Manager/Supervisor should check his/her employees' timecards regularly throughout the pay period. The Manager/Supervisor may also run a report via the Reports menu.

The ECM Nurse Consultant works with the supervisor or manager and if necessary the co-workers to develop a gradual return to work plan which will not exceed the employee's capabilities and will be productive for the workplace.

The leave hours for a staff monthly employee must be recorded and approved at the end of each calendar month when leave was taken. Leave taken is reduced or deducted from the employee's accrued leave in the next processed monthly pay period. For example, when leave is taken during the month, it should be recorded and approved at the end of that same month, for it to be processed as an accrual deduction in the following monthly pay run.

No. Managers may not routinely designate someone else to manage their employees. Under emergency circumstances, a Time Approver may use SAP to approve time entered in ESS that a manager failed to approve. All Timekeepers should have a designated backup that already has security authorization for their employees. If the Time Admin is unable to get the timesheets entered, the backup should be able to make the entries. (Security Roles and Authorizations require lead time to enable.

The manager/supervisor will continue to have the same responsibility he/she has now with regard to timesheets and leave approval but in an electronic format.

Answer: Non-exempt and non-faculty staff are governed by the policies and procedures outlined in the Personnel Policy Manual. Employees who are represented by collective bargaining agreements are governed by the policies contained in the appropriate Union contract. Copies of these agreements along with a description of the employee groups they represent are located in the Policies and Procedures section of this site.

long as the timecard has at least one approval (employee or supervisor), the timecard will route to the Payroll Administrator and the employee will be paid.

Deadlines are strictly enforced and missed deadlines will cause delay in pay (or overpayment) beyond the normal one semi-monthly period lag if the employee's timesheet for the missed period includes exception hours (casual, overtime, shift or LOA). Yes, the Timekeeper can make changes to timesheets and balances. However, when they do, their ID is captured along with the date/time the change is made and is stored in the database for audit purposes.

The employee is cooperating fully with the investigation. The employee was initially placed on administrative leave, and VA then implemented procedures necessary to dismiss the employee. Also, the official responsible for the organization in which this employee served has resigned his position because of the events.

We have numerous supervisors at events ? managing teams, areas, overseeing specific tasks. We have between 1 and 4 managers at an event or festival ? the managers oversee the company at that event or festival.

A Supervisors of travel agencies who have NOT been approved as a Supervisor by TICO as of June 30th, 2009, are required to pass the Supervisor/Manager Exam. If a person has already passed the Travel Counsellor Exam as of June 30th, 2009, and then becomes a Supervisor after July 1, 2009, then all they will be required to do is pass the Supervisor?Manager Exam (30 questions).

The Supervisor/Manager Exam, by itself, will consist of 30 multiple choice questions. It is only available in an on-line format to ensure that all Supervisors are able to write it, wherever they work and at a time of their choosing. If the Supervisor is new to the industry and has not yet passed the Travel Counsellor Exam as of June 30th, 2009, then he/she will be required to pass both the Travel Counsellor and the Supervisor/Manager exams.

Each business or function has its own strategy for disseminating survey results and reports. Check with your HR Generalist to understand the strategy in your business. Only supervisor/managers with five or more employees responding to the survey and have had a representative portion of their employees respond may possibly receive a report. You will know your survey was submitted successfully when you receive a â??Thank Youâ?? page.

The employees will receive regular pay at straight time and additional pay at time and a half or comp time hours at time and a half. Return

There is no formal rule/regulation regarding schedules. This is a matter for the ISD and college to work out.

Yes, and you need to consult your manager about how many courses you should take each semester. Itâ??s also helpful to talk to your manager about the courses you want to take to get feedback and development advice. Your managerâ??s perspective can help you make sure that youâ??ve selected the right courses to increase your effectiveness.

When you are on the Slice Approvals Selection page, there will be check marks by each department and supervisor NetID combination where you are the primary supervisor (level 3). If you want to approve as a backup supervisor, you will need to check the appropriate department/NetID combination (level 2) (backup supervisors are approved and set up by your school administrator). Click in the bottom right corner on the words 'To Approvals'.

The HRMS Specialist should communicate with the Timekeeper to ensure that the employee's time card is corrected in OTM to reflect the appropriate hours each pay period. No. Goal payments should only be used for GTAs, GRAs, and select faculty assignments (see Wage Authority Form - http://www.virginia.edu/provost/02Wage.html). You should not use goal payments for hourly student workers.

It is possible but unlikely for an employee's salary to be higher than that of their supervisor. One situation that could make this occur would be the hiring of a new supervisor for an employee who is at a high level of competency and whose salary is at its current level due to a long employment history with the university.

HVU (with current and future modules) contains a wide array of e-training courses that are of high and common interest across HUD. As a first step, you should become familiar with the training courses and services available on the HVU. Then, as with all training, it is important to: Evaluate if e-Training (online web-based training) is an appropriate venue (e.g.

No, you do not have to be a supervisor or manager to enroll into the Security Supervision and Management Program. However, six months security supervisory or management experience is mandatory to qualify to become Certified in Security Supervision and Management Program.

Many supervisors mentor their subordinates who report directly to them. There are many reasons why it is a desirable arrangement, and many reasons why it is not. On the pro side are the opportunities for frequent contact, convenience, and knowledge of the mentee’s potential and development needs. On the con side are the issues of favoritism, the need to evaluate the person as an employee, and the envy of other subordinates.

The employee is not required to report harassment to a supervisor who has engaged in harassment against the employee or who is a close associate of the person who has engaged in the harassment. In this situation, the employee should report the problem directly to human resources or a member of management to handle the problem.

From the main menu of the Performance Evaluation System, select "Edit An Existing Work Plan", and then select "Edit A Work Plan". At this point, a box will appear with a drop down menu. Select the employee whose work plan you would like to release and press "Go". When the employee's work plan appears, scroll down to the bottom of page one. You will now see a blue box with the option "Check to Release Work Plan".

Take the allegation seriously and take prompt action. Separate the parties involved. Find out specific facts from the alleged victim: What happened? What was said? Who was present? How long has it been going on? Who has the victim told? Go the alleged accuser and ask similar questions. Notify those responsible for human resource or personnel.