***DISCLAIMER: The language used in this document does not create an employment contract between the faculty, staff, or administrative employee and the University of South Carolina. This document does not create any contractual rights or entitlements. The University of South Carolina reserves the right to revise the content of this document, in whole or in part. No promises or assurances, whether written or oral, which are contrary to or inconsistent with the terms of this paragraph create any contract of employment. The University of South Carolina Division of Human Resources has the authority to interpret the University's Human Resources policies.***

I.          Policy

The University serves students and the public; therefore, there are variations in work schedules within the University. The working hours are scheduled to satisfy the needs of the unit in which the individual works and to make certain that an adequate staff is available when needed. The supervisor will inform employees of the hours they are required to work, and strict adherence to these hours is required. Normal office hours are from 8:30 a.m. - 5:00 p.m. except that summer office hours may be adjusted somewhat based on a published schedule, and subject to the approval of the Chancellor.

II.      Procedure

a. Work Week

Most employees work a regular scheduled workweek of 37.5 hours. Maintenance and grounds employees work a 40-hour week and University police follow a 28 day work period.  All employees may be required to work 40 hours without its being considered overtime. Hours worked in excess of 40 per week must be approved in advance by the Department Head or Supervisor. The hours between 37.5 and 40 are not to be considered for compensatory time. The 37.5-hour workweek is one of your fringe benefits. Salary is based on 40 hours per week or 2080 hours per year for full-time twelve-month employees.

b.Lunch

The period allowed for lunch is not to exceed one hour between the hours of 11:30am and 2:30pm. The lunch schedule should be arranged through the supervisor so that the office remains open during the hours of 8:30am until 5:00pm. Lunch periods should not be worked through in lieu of using annual or sick leave for make-up time due to late arrival or early departure.

c.   Breaks

There are no scheduled break periods during the day, but your supervisor may grant the privilege of a short break. Breaks should be approximately l0 minutes long but in no case should exceed 15 minutes from the time you leave your work place until you return. These break periods are a privilege and not a right and must not be abused. Sufficient personnel should be on duty at all times to carry on the normal functions of the department.

d. Time Cards

Time cards are used for certain positions. Time cards are maintained on a weekly basis. The workweek begins at 12:01 am Sunday and ends at 12 midnight Saturday.

The following time card rules apply:

1. The time card must show the exact number of hours the employee has worked.

2. If any time off is taken during the workday, the employee should obtain approval in advance from his/her supervisor.

3. All leave must be accurately recorded, and advance approval is required for the use of annual leave.

4. All overtime must be approved in advance by the employee's supervisor. During the normal course of the year, overtime will be approved only in cases of emergency. Compensatory time should be used in lieu of overtime payment when possible.

5. Falsification of the time card is grounds for dismissal.

III. Related Policies: 

USC  Policy Minimum Wage and Overtime Compensation  http://www.sc.edu/policies/hr184.pdf

IV.  Reason for Revision

      Annual Review

 ***DISCLAIMER: The language used in this document does not create an employment contract between the faculty, staff, or administrative employee and the University of South Carolina. This document does not create any contractual rights or entitlements. The University of South Carolina reserves the right to revise the content of this document, in whole or in part. No promises or assurances, whether written or oral, which are contrary to or inconsistent with the terms of this paragraph create any contract of employment. The University of South Carolina Division of Human Resources has the authority to interpret the University's Human Resources policies.***