To submit time as a non-exempt employee, follow these steps:

1. Select the Time app on Your Home Landing Page
2. Select an option under the Enter Time section
3. Select day of the week to enter time
4. Enter Time Type and Quantity (hours) worked and select OK
5. Use the Summary section to ensure time is accurate
6. Select Review for a confirmation screen to review total hours
7. Select Submit to route the time for approval. 

Note: If absent for part of the week, enter time out of the office through the Time Off app, or use the Actions button on the Enter Time screen. After logging the time off, it will also appear in this calendar. Hovering over any time blocks displays the Approval status.

For more information, please access this Workday Learning Course which provides a Workday Job Aid.

Contact your department's administration (Department Manager or Admin HR Coordinator) to report the dates that time was not submitted. The type of hours (regular hours, vacation hours, sick hours, etc.) and number of hours for each type will also be needed. 

For the majority of missing time instances, it is added to the next open pay period.  The determination for whether one receives an on-demand check is based on the Payroll Under and Over Payments policy.  In general, if more than half of the person's paycheck was missing, Payroll can issue an on-demand check.  Pickup for an on-demand check would be at the Payroll office located at South Street Landing (Payroll will email the times available for pickups). 

Jobs are posted automatically to:

• Brown’s Career Site
• Indeed.com
• LinkedIn
• Inside Higher Ed
• Chronicle of Higher Education
• The Journal of Blacks in Higher Education
• Higher Ed Jobs
• Diverse Issues in Higher Education
• National Labor Exchange
• Veterans.gov
• EmployRI, which is the RI Department of Labor & Training online job matching services
• HERC (Hire Education Recruitment Consortium).  

BioMed HR also maintains a list of resources that we can post at your request. 

The Hire Brown First initiative is to provide career progression opportunities to existing employees. As such all positions are required to be posted internally for 3 business days before external recruitment begins. Hiring managers must interview all internal candidates who meet the minimum qualifications of a position. If an internal candidate is not selected for the position, the hiring manager will be responsible for providing feedback to the internal candidate to aid development opportunities. It is best practice to provide this feedback after a phone screen if not advancing to an in-person interview, and after an in-person interview if not selected for the position. Feedback should be provided to the candidate outside of Workday.

During the summer, many departments observe Summer Hours, 8:00 a.m. to 4:00 p.m. with an hour for lunch (35 hours per week); however, staff continue to be paid for 37.5 hours. In departments that observe summer hours, full time, non-exempt staff who work more than 35 hours but less than 37.5 are not provided with additional compensation. Employees working in non-exempt positions are paid additional straight time for hours worked between 37.5 and 40 hours.

Summer Hours

PSLF application requests for signature from Brown University can be sent to the Brown HR Service Center. You can also call that office at 401-863-5200 for assistance with any Public Service Loan Forgiveness forms.

If a student, faculty, staff member, or University guest experiences or witnesses discriminatory or harassing behavior against themselves or others, including disability discrimination, denial of accessibility accommodations, sexual violence, gender-based discrimination, or retaliation, they may report it via the forms below. 

The Office of Equity Compliance and Reporting encourages you to describe what you have experienced, and their staff will review your situation and help guide and support you through the process. 

Please note: Submitting a report does not obligate you to submit a formal complaint or engage in a campus complaint resolution process.

Report Discrimination and harassment

Report gender discrimination and sexual violence

Brown’s Alternative Work Assignments (AWAs) offer innovative approaches to meeting the University’s operational needs while promoting balance between work and personal life for its staff. Depending on the needs of the department, AWAs may be a beneficial alternative to the University’s regular work schedule that allows the University to meet business needs while providing greater workplace flexibility.

An Alternative Work Assignment (AWA) is an agreement between the University and an employee in a staff position that includes modifications to work locations (e.g., employee’s residence), work schedules or other assignments that could differ from traditional University operating standards and practices.

More information about AWAs may be found on the Flexible Work website.

Employees are required to complete a new AWA agreement in Workday in the following cases:

• The employee changes their PWL.
• The employee requests a significant change in work schedule that will last beyond a duration of 60 days.
• The employee is promoted to a new position or transfers to another unit.
• The employee requests a different hybrid AWA type.
• The employee changes or requests a flexible work schedule or compressed workweek.
• The employee is approved to work remotely, and/or work at an alternative work location outside the state of Rhode Island, and/or is relocating from a remote state back to Rhode Island.

Step 1: The employee confirms their manager-assigned PWL.

In some cases, a manager may assign more than one PWL to a position (i.e., hybrid and remote) based upon the position responsibilities and operational needs of the unit. In such cases, the employee will be required to confirm their PWL preference but they cannot select more than one AWA option.

Step 1a: The employee selects their AWA type (hybrid employees only).

The employee’s manager and/or senior officer retains the discretion to decide which AWA type(s) — consistent, flexible, periodic — are made available to their staff based upon the employee’s PWL, position responsibilities and unit operational needs. The employee may select if they would like to request a flex schedule or compressed workweek.

Step 2: The employee reviews and acknowledges the University’s AWA attestation.

These attestation statements outline the University’s requirements and employment conditions to work at an alternative work location.

Step 3: The employee submits their AWA agreement.

The AWA agreement is routed to the employee’s manager and/or senior officer and Human Resources business partner for approval.

Additional guidance and details on how to complete an AWA agreement are in the AWA Job Aid in Workday.

Begin Your AWA in Workday