LEAVE PLANS FOR EXEMPT EMPLOYEES
Time Reporting Points
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Generally, all exempt employees should be full-time.

Because exempt employees are paid a bi-weekly rate, they are only required to record leave. Exempt employees record vacation, sick, holiday compensatory time taken, or shared leave in half-day increments. Split time should be recorded as a total. For example, if an exempt employee is away from work for two hours in the morning and two hours in the afternoon, the time away from work is considered a half day of vacation, sick leave, or similar leave.

Supervisors manage employee leave requests. For example, if an employee who has been abusing the policy asks to be off work for 2 hours to run an errand, the leave request can be denied, or the supervisor can ask the employee to take and report a ½ day off instead.

Although it is not required, agencies do have the option of reporting time for exempt employees for labor distribution purposes, but the time reported must be for actual hours worked. Entering actual hours worked (REG) into timesheets will have no impact on pay for exempt employees.

Exempt employees who fall within the “N2” job class and are paid the Retention Incentive Pay Rate Differential (S14) should record actual hours worked and paid leave taken by day using the S14 earnings code.

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