Faculty and Staff
11: Your Pay
The University is a complex institution in which individuals receive compensation according to a variety of schedules. Your pay day may be monthly or biweekly. Your supervisor can provide exact information on pay days and paycheck delivery.
11.1 Compensation Policy
At the time of hire, each new employee is assigned a job classification that determines the requirements for time reporting and overtime pay computations, if any. Your job classification is one factor that determines your pay and eligibility for benefits.
The University is obligated by the Fair Labor Standards Act (FLSA) to define certain jobs as exempt or nonexempt. Exempt employees, such as executive, professional, and supervisory personnel, are not eligible to receive overtime pay and are not subject to other provisions of the FLSA. They are expected to fulfill their responsibilities on an ongoing basis and are compensated for the duties they perform, not the hours they work.
Nonexempt employees, covered by the FLSA, are paid on an hourly basis. These employees are entitled to receive overtime pay (pay for any work done in excess of 40 hours in one workweek), for which a record of actual hours worked must be maintained. All employees are advised of their employment classification at the time of hire.
In making pay calculations for employees who are paid biweekly, the University annualizes salaries based on a work year composed of 2088 hours. In years with fewer or more hours of work, an employee who is paid biweekly will receive one day less or one day more of pay.
11.2 Overtime Pay
As noted above, some employees are entitled to overtime pay, that is, pay for any work done in excess of 40 hours per workweek. Your supervisor must authorize overtime before you work overtime. If you have questions about your eligibility for overtime, consult your supervisor or contact the Staffing and Compensation Services Division of Human Resource Services.
11.3 Compensatory Time
Compensatory time refers to time that an employee may take off as a result of working hours in excess of the regularly scheduled hours for a workday.
In general, individuals in exempt positions are not entitled to compensatory time. Only in exceptional circumstances may compensatory time be considered. Requests for exceptions must be submitted in advance and in writing, along with the recommendation of the appropriate vice president or dean, to the Director of Human Resource Services.
If a nonexempt employee in a regular position works hours in excess of the regularly scheduled hours for a workday, the employee may be permitted to take an equivalent amount of time off as compensatory time during the same workweek. Otherwise, overtime pay must always be paid for any hours worked in the workweek in excess of 40 hours. Check with your supervisor about any special guidelines concerning compensation that may apply to your position.
11.4 Time Reporting System
No matter what your pay schedule, it is important that your time records are accurate. Inaccurate records could lead to loss of pay or errors in calculation that may take time to resolve. The University's Time Reporting System (TRS) is used to manage and report time through advanced telecommunication and computing technologies.
The Time and Attendance Collection System (TACS) is part of the TRS and is connected to the University's telephone system. Many employees use this system to announce their arrival and departure times instead of using a time clock or manually tracking hours on forms. If you will be using this system, your supervisor will inform you about how to use it properly. The system also permits a supervisor to enter other important attendance data.
11.5 Pay Procedures and Direct Deposit
As paycheck pickup and delivery times vary from position to position and office to office, it is best to rely on your supervisor for specific information. If you are using direct deposit, the University electronically transfers money from its account to an account that you designate. On pay day, you will receive verification of the transfer from the University. This verification contains information about gross pay, deductions from pay, and other important data. You should keep this verification for your records.
11.6 Lost Paychecks
Occasionally, problems arise concerning paychecks that may be lost in the mail or misplaced before you receive them. If this occurs, the Payroll Office, they can provide you with a stop payment form that should be submitted immediately. By arranging direct deposit, you can avoid concerns about lost checks.