Time and Labor (T&L) FAQ

What is Time & Labor (T&L)?
Time & Labor (T&L) is a web-based timekeeping system designed to improve accuracy and reduce the need for manual processing.  T&L allows Gallaudet non-exempt (including temporary and students) employees to report working hours through Bison (bison.gallaudet.edu).  Non-exempt employees will enter their time into Bison on a daily basis.  In addition, all employees who earn paid leave can use T&L to view applied leave (through previous timesheets).      


How will T&L work?
Non-exempt employees will punch in and out through Bison (including meal breaks).   The instruction is available here

The employee's supervisor and timekeeper will review the reporting time.  The timekeeper will also input any leave used during the pay period.   Once the timesheets are submitted, they become available for review and approval by the department head.  Following approval, the electronic timesheet is then moved on to the Payroll Office for processing.    


Why are we using T&L?
A decision was made to migrate to a new timekeeping system in order to improve efficiency and reduce costs.  With T&L, it also allows the University to comply with the D.C. Wage Theft Prevention Amendment Act of 2014.  This law requires the University to report the precise time that non-exempt employees work.     


I am a non-exempt employee.  Why am I required to punch in and out daily?
The District of Columbia Wage Theft Prevention Amendment Act of 2014 greatly increased employer obligations, penalties, and liabilities.  One of the requirements under this law is to keep a record of "precise time" an employee works each day.  Previously, employers only needed to record the total number of hours an employees worked each day.  Thus, non-exempt regular-status employees were not required to punch in and out. 

The 2014 Wage Theft Act now requires the University to ensure that employees' actual working time is tracked more accurately, to the minute.  Please note that this law was designed to protect employees and to ensure they are being paid fairly.   Non-exempt employees are subject to the overtime provision under the Fair Labor Standards Act (FLSA).  For any work done in excess of 40 hours in one workweek, the employee is paid one and one-half times the regular hourly rate.      


I am a non-exempt employee.  What if I have more than one job?
If your primary (first) job is non-exempt, then you are eligible for overtime compensation.  If you work 40 hours in one workweek in your primary job, then the employee must be paid one and a half times the employee's current hourly pay rate in the second job.   If you work part-time in more than one departments within the same workweek, the department where you worked at the beginning of the 41st hour pays the overtime.  You must inform the department when you are nearing 40 hours per week.  

When you report your time in T&L, you will see an option to select other departments.      


I am an exempt employee.  Am I required to punch in and out daily?
You are not eligible for overtime compensation under FLSA.  It is not required to keep track of your working time.  You may work more than 40 hours in your primary job without earning additional pay.  


I am an exempt employee.  What if I have a second job on campus?
If the exempt employee has a second job on campus (outside of normal working hours), the employee does not receive overtime pay.  Dual employment payment is dependent on the FLSA status of the primary (first) job.  Thus, the department should negotiate the rate of pay with the exempt employee.  


Non-Exempt Employees 

Do I have to punch out when I take a meal break?
Yes.  Meal break is not considered work time and is unpaid.    


What if I do not take a meal break during my shift?
Employees are highly encouraged to take meal breaks (30 minutes or one hour).  However, some employees prefer not to take meal breaks during the day.  Supervisors are responsible for establishing and approving work hours.  Upon receiving the employee's request to work without a meal break, the supervisor must take into consideration the operational needs for the department.  If such request is approved, then employees may work the full shift without taking a meal break.    Thus, it is possible for you to work your full shift without taking a meal break.  In this case, you would only punch in at the beginning of your shift and punch out after your shift ends.    


What if I forget to punch in or out?
Please notify the timekeeper and supervisor as soon as possible by entering a Comment on your Timesheet on the day you forgot to punch.  Your Comment should include your missed punch time (for example, I began my workday at 7:30 AM but forgot to punch in).  The timekeeper can then update your timesheet in T&L based on your Comment notes.  However, failure to punch in or out for more than two times per week or a pattern of failing to punch in or out may lead to disciplinary action.    


What if I worked overtime without my supervisor's approval?
According to A&O Policy 4.06, no overtime can be worked without the advanced approval of the employee's supervisor.  However, if you worked overtime without seeking approval, the University is required to compensate you for your time worked.  Nevertheless, failure to adhere to departmental procedures for preapproval of overtime may lead to disciplinary action.    

The University understands that under certain conditions, overtime may be worked without approval (for example, assisting a student may have taken longer than expected).  Please inform your supervisor as soon as possible.  If you worked more than 40 hours during that workweek, then you will be eligible for overtime pay.  However, it is possible for your supervisor to request that you take time off to offset that extra time worked to avoid paying overtime compensation.  This time off must occur during the same workweek as the extra time worked..  

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