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WELCOME TO
AUGUSTA COUNTY SCHOOL BOARD'S
TIMECLOCK PLUS WEB PAGE
   
"TimeClock Plus" software provides the mechanism by which non-exempt employees will record their work hours.  "Non-exempt” shall mean an employee in a position that is covered by the overtime provisions of the Fair Labors Standards Act (FLSA).  The Act provides for minimum standards for both wages and overtime entitlement, and spells out administrative procedures by which worktime must be compensated.  Adherence to the Act ensures that Augusta County Schools will fairly compensate employees for the hours that they work.  Most support personnel are non-exempt. Non-exempt employees must be paid overtime or compensatory time as specified by School Board policy:
 
 

TimeClock Procedures

The clock in/out procedure on TimeClock Plus software is a simple, quick process. Please remember the following:

  • You can access the time clock from any network computer by typing in http://timeclock on the address line and hitting the enter key.
  • Your ID information should not be shared with anyone.  It is against policy to clock in or out for another employee.
  • Missed “punches” should be reported to your immediate supervisor or to the finance department to be corrected.
  • All leave and comp time balances can be viewed on the computer.  Leave balances will not show on your paycheck stub.
  • Comp time balances will be posted prior to posting sick, personal or vacation days.
  • Accumulated comp time will be posted for any hours short during the workweek.
  • Time sheets will be reviewed every two weeks and signed by the employee and supervisor.

Questions should be directed to the following Finance staff:

Annie Harvey            245-5273
Debby Berrington     245-5126

2016-17 Scheduling Calendar for Support Staff
Clocking In/Out Procedures
Telclock Brochure

 

TimeClock Reminders

  • All overtime work must be approved, in advance, by your immediate supervisor.  An employee who works unauthorized overtime may be subject to discipline.

  • For non-exempt employees, all time worked in excess of 40 hours will be accrued at time and a half and posted as compensatory ("comp") time.

  • When possible, overtime hours needed for a particular day(s) should be offset within that same work week.  Comp time that does accrue should be used during the same period in which the overtime hours were worked.

  • If you forget to clock in or out, please do so as soon as you remember and report the missed “punch” to your immediate supervisor for correction.

  • It is against School Board policy to clock in or out for another employee or have another employee clock in or out for you. 

 

TimeClock Procedures for School Closings, Delayed Openings, & Early Dismissals
 
It is the intention of the Board and the Superintendent to provide staff coverage in all school division buildings in order to maximize service to citizens of the County.  It is acknowledged, however, that there are times when coverage will be limited due to circumstances such as inclement weather.  In such instances, the Superintendent will staff the schools in order to provide necessary access by the public and to protect the safety of the employees.
 

INCLEMENT WEATHER GUIDELINES

Essential Employee

By virtue of their job responsibilities, custodians and designated administration, maintenance and garage staff are deemed essential.  The Superintendent may move the designation of employees as essential based upon the nature of the emergency.

Delayed Opening

10-month employees will report at least 30 minutes prior to the delayed opening time.

School nutrition employees will report to work based on a schedule determined by the School Nutrition Supervisor that best meets the needs of the program.

11-month and 12-month employees will report to work at their regular time, unless otherwise directed by the Superintendent or his designee.

Employees scheduled to be on leave on the shortened day will be charged a full day without adjustment for the late opening.

Early Closing

10-month employees may be dismissed after the last students have left the building or upon release by the building administrator.

Unless specifically announced, all other employees will work their regular shift.

Night shift employees will be expected to work unless notified otherwise by the building administrator.

Employees scheduled to be on leave on the shortened day will be charged a full day without adjustment for the period of closure.

School Closure

10-month employees will not be required to report to work when school is closed due to emergency conditions or when the Superintendent determines that conditions prohibit the reasonable exercise of duties, including teacher planning.

For 10-month instructional employees (teachers/aides), the lost day will be worked when that instructional make-up day is scheduled, if a make-up day is required. 10-month clerical employees will work scheduled make-up days. If one is not required for students, another day will be scheduled at the school division’s discretion.

11-month employees should follow the approved schedule set by their supervisor prior to the start of the contract year. Scheduled work that falls on a day school is closed would be considered a required work day. Days not previously scheduled are non-contracted days and will remain as unpaid when school closes due to emergency conditions.

All other employees will be required to work on days schools are closed due to emergency conditions.  Employees will work their regular shift unless otherwise specified by the Superintendent.

Employees who are required to work and are absent on such days will be charged the appropriate leave or leave without pay.  Phone contact with your immediate supervisor is expected.

Administrative Office Closure

Code 1 – All Administrative Offices will open at 10 a.m

All administrators, maintenance and custodial employees will report at 10:00 a.m. unless otherwise directed. 

Non-essential 260 day employees will be held harmless and will be paid their regular rate of pay for the period of closure.  Compensatory time or special pay is not earned.

Contract lengths less than 260 days will be held harmless and will be paid their regular rate of pay for the period of closure.  Compensatory time or special pay is not earned.

Employees scheduled to be on leave on the shortened day will be charged a full day without adjustment for the period of closure.

Code 2 – All Administrative Offices are Closed

Essential personnel may be requested to report to work during emergency closures to assist in returning schools and offices to normal operations.

Non-essential 260 day employees will be paid their regular rate of pay for the period of closure.  Compensatory time or special pay is not earned.

Contract lengths less than 260 days will be granted unpaid leave for the period of closure and these employees will be expected to work the extended days.

Essential non-exempt employees will be compensated for the scheduled workday plus overtime for the hours worked during the period of emergency closure.  Compensatory time will be posted for the overtime   unless payment is approved in advance.   In no case, will the compensation exceed time and one-half the regular rate of pay.

Additional Non-Exempt Rules

Time on the job during periods of closure counts towards the total workweek hours, and the employee will be paid for non-emergency work hours as specified under the Fair Labor Standards Act.

Except for essential personnel, for weeks with less than 40 hours worked, no comp time or overtime will accrue. 

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Last Update:  08/21/2006
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