Payroll

Frequently Asked Questions

You may be adding the wrong paycheck stub. The first one you should be adding is the check you received Jan. 1 and the last one you will add is the one you received Dec. 1 (unless you received additional payments on the 5th working day in December or the supplemental payment paid on approximately December 19).

Go back and add all of your pay check stubs. The additional federal and state tax, though listed separately on your check stub, is also added to the total federal and state tax amounts.

Payday is always the first day of each month for career employees. If the first falls on Saturday, Sunday, or a public holiday, then payday will be the Friday before the first of the month or the day before the public holiday. An exception to this rule is January 1. PayDay will be the first scheduled work day after the holiday.

There are several possible answers:
 

With all of the above possibilities, we would advise you to ask your department administrator to trace the problem for you. Once the problem has been identified and solved, a partial payment of the amount due can be made available by no later than 3PM the following day.

  • You did not turn in your timesheet to your department in time to meet the payroll deadline;
  • Your department did not report the time you worked to the campus Payroll Division by the deadline;
  • Your appointment ended and was not properly extended; or
  • The paperwork to establish your appointment for pay purposes has been delayed by one of the offices required to approve your appointment.
  • If you are a "Rehire", and the correct PPS bundle was not used at the time of hire, PPS would list your status as "Separated."

SurePay Automatic Deposit will be effective approximately 25 days from the date the Pay Disposition Request form is received by the Payroll Division Office. This initial period is used by the banking system to verify your account number. The same 25-day waiting period is invoked should you change financial institutions or your deposit account number. Payments made to you during this initial waiting period will be made in the form of a paycheck which will be sent to your home department.  Be sure to nofify the Payroll Office immediately if you close your account and you have Direct Deposit.

The Payroll Division is not qualified to answer this question. You should contact a tax accountant. However, we will be able to tell you what your taxes will be if you provide us with the number of exemptions you wish to claim and your marital status.

Exempt employees are not allowed to be compensated for overtime. According to Personnel Policies for Staff Members (PPSM) Policy 31, "Hours of Work":
EXEMPT EMPLOYEES
The workweek for full-time exempt employees is normally considered to be 40 hours, and for part-time employees the proportion of 40 hours equivalent to the appointment percentage; however, greater emphasis is placed on meeting the responsibilities assigned to the position than on working a specified number of hours. Exempt employees do not receive overtime compensation or compensatory time off, or additional compensation beyond the established salary for the position except as provided in Staff Policy 30.I, Administrative Stipend for Temporary Assignments.

The accrual of compensatory time for exempt employees violates University Personnel Policies for Staff Members Policy 31, "Hours of Work":
EXEMPT EMPLOYEES
The workweek for full-time exempt employees is normally considered to be 40 hours, and for part-time employees the proportion of 40 hours equivalent to the appointment percentage; however, greater emphasis is placed on meeting the responsibilities assigned to the position than on working a specified number of hours. Exempt employees do not receive overtime compensation or compensatory time off, or additional compensation beyond the established salary for the position except as provided in Staff Policy 30.I, Administrative Stipend for Temporary Assignments.

The vacation leave assessment for biweekly employees occurs every other pay cycle because for biweekly employees their leave accrual eligibility is based on a four-week cycle (two biweekly pay cycles). In order to perform the assessment the payroll system must reference both a B1 and B2 pay cycle this means that sometimes it must refer to a prior months pay cycle in order to know the full gross pay on which to base the assessment. This occurs anytime the B1 and B2 do not fall into the same month.

For example, in April there were 3 biweekly pay periods that ended in April. 


The pay periods ending 4/16 and 4/30 form one four-week cycle on which to base an assessment, but the 4/2 pay period is missing a B1. In this case the payroll system will pull in the prior months B1 in order to reference the hours and pay rate the employee received. 

This reference line is then included on the DPE in order to fully disclose what hours were included in leave assessment calculation. Notice that all of the other benefit fields and gross earning field show "0", this is a good way of identifying when this process has occurred. To predict when this will occur refer to the Payroll Processing Schedule. Anytime you see that the first BW in a month is a B2, expect that the payroll system will need to reference a prior months pay cycle in order to calculate the leave assessment.

Leave Reporting

Please go into your ILAH screen and you will notice the leave code for the employee. The leave code determines the number of hours of vacation and sick leave the employee accrues. Go into your PPS update screen (EAPP) and change to the proper leave code after consulting the Financial Leave Manual. Go into the EDLR screen and do an RX transaction for vacation accrued in error (VLA) and sick accrued in error (SLA).

You need to do an LX transaction to give the employee an additional 2 hours of vacation for each pay period. Here is an example:

Seq: _______Tr: LX Per End: 083199 Pay Cy: M Dst: 33 E: __ T: __D: Ttl: 7616
LACFPS: 8 681059 ____19900___ 1 Rate: 2700.00 AH: A
DOS: ___ Time: ____H% __DOS: VLA Hr: 2.00 DOS: ___Hr: ____WSP: ____

The first thing you need to do is check the payroll calendar to see when the window opens/closes for Financial Leave Reporting (same date as Supplemental Payroll). Then you go to the Main menu on PPS. At the Next Func field, type EDAT and press <Enter> to select Dept. Adjustment Transaction. Once you are in EDAT, type EDLR in the Next Func field to select the Late/Reduce Pay. Tab to the I.D. field and type employee identification number. Tab to the Pay Cycle field and type XX (always XX) for Supplemental Payroll. Tab to the Pay End field and type the month, date, and year. Remember it’s always the fifteenth of the month for Supplemental Payroll. The month will be the month that the window opens, not the month you are trying to correct. Example:

Next Func: EDLR ID: 123456789
Pay Cycle: XX Pay End: 101599
A. EDLR (LX/RX transaction)
B. ID (employee social security number)
C. XX always represents Supplemental Payroll (MS)
D. 101599, always the fifteen of the month.
Once you select EDLR, ID, Pay Cycle, and Pay End, hit <Enter>.

You should be in the EDLR screen. Tab to the second line for data entry. (LX or RX) Enter period ending; enter M on Pay Cycle; enter distribution number and rate of pay; use the tab to move your cursor to the 2nd DOS field or 3rd DOS field and type VLA (vacation accrual), VAC (vacation taken), SLA (sick accrual), SKL (sick taken), CTA (comp accrual), and CTO (comp taken). Last, enter hour(s) and press <F5> to update.

Follow above directions to get to RX/LX. Then do an RX transaction to reverse the eight hours of vacation taken and LX transaction for the eight hours of sick leave taken. Here is an example:

Seq: ______Tr: RX Per End: 083199 Pay Cy: M Dst:33 E:__ T:__ D: Ttl: 7616
LACFPS: 8 681059____19900______1 Rate: 2700.00 AH: A
DOS: ____Time: _____H% __DOS: VAC Hr: 8.00 DOS: ___ Hr: _____ WSP: ____
Seq: _______Tr: LX Per End: 083199 Pay Cy: M Dst: 33 E: __ T: __D: Ttl: 7616
LACFPS: 8 681059 ____19900_____ 1 Rate: 2700.00 AH: A
DOS: ___ Time: ____H% __DOS: SKL Hr: 8.00 DOS: ___Hr: ____WSP: ____

For leave adjustments prior to 1/31/99, a memo/email needs to be sent to Payroll/Accounting requesting adjustment for that time. For leave adjustments after February 1, 1999, the department must utilize LX/RX transactions. Refer to pages 7 and 8 in the Financial Leave Reporting Manual.

There are 2 ways to pay compensatory time. One way is to go to the Main Menu and select EDAT, then EDAP (Additional Pay Screen). You have to enter CMP on the 2nd or 3rd DOS (description of service) field.
The other way is if the window is still open, you can do it through the Time Input Roster. Report the compensatory time in an open DOS field. Use CMP as the description of service. By using CMP to pay compensatory time accrued, the payroll system will pay the employee and at the same time reduce the compensatory time balance.

You need to do an RX transaction to back out the OTS description of service, and LX transaction to put in the correct description of service which is CMP. Here is an example.
Seq: ______Tr: RX Per End: 083199 Pay Cy: M Dst:33 E:__ T:__ D: Ttl: 7616
LACFPS: 8 681059____19900______1 Rate: 2700.00 AH: A
DOS: ____Time: _____H% __DOS: OTS Hr: 8.00 DOS: ___ Hr: _____ WSP: ____
Seq: _______Tr: LX Per End: 083199 Pay Cy: M Dst: 33 E: __ T: __D: Ttl: 7616
LACFPS: 8 681059 ____19900______1 Rate: 2700.00 AH: A
DOS: ___ Time: ____H% __DOS: CMP Hr: 8.00 DOS: ___Hr: ____WSP: ____

Sick leave accrued is never paid to an employee when he/she leaves the University.

Regardless of the sick leave balance, after three months of separation, the PPS will adjust the balance to zero. This applies to separation reason codes RA, RB, RC, and RD.

If the sick leave balance is greater then 80 hours, the PPS will reduce the sick leave balance to 80 hours 16 days from the separation date. The PPS will maintain 80 hours of sick leave balance for 6 months. Six months from the separation date, the PPS will initilize sick leave hours to zero. If the sick leave balance is less than 80 hours, the PPS will zero out the balance 6 months after the separation date.

Both departments should collaborate and prorate the vacation/sick time usage based on the employee’s time in the respective departments.

If an employee reaches the maximum allowed vacation for their leave code inthe system, the system will not let them accrue any additional hours. Please encourage your employee to take time off so he or she will not lose the time. Once the employee has used vacation time you need to do an LX transaction to increase lost vacation (VLA) as well as report vacation usage.

The maximum accrual is determined by the leave code and the hours or percent time an employee works in a month. Leave code A and G accrue 10 hours in a month if the employee works at 100%. If you take10 hours and multiply by 12 months that will equal 120 hours. Next take 120 hours and multiply by 2 years, and that will give you vacation maximumof 240 hours. (Maximum = 2 years of monthly accrual.) Refer to the Personnel Policies for Staff Members, Policy #41.

Any LX/RX transactions processed after the window closes for the supplemental payroll will not show on the time benefits roster until the following month. The best time to process LX/RX for Financial Leave Reporting is on the Supplemental Payroll. Any adjustments made on MO or MA payroll cycle will show on the following month.

EDLR screen lets you process late time (LX) and reduction of time (RX). Remember that processing (LX) and (RX) for Financial Leave is treated differently. For example, to process Financial Leave, let’s say an employee takes 8 hours of vacation last month, which was not reported. You will need to do a LX VAC 8.00. This will reduce the employee’s balance by 8 hours. Refer to pages 7 and 8 in the Financial Leave Reporting Manual.

In order to match the time card against IHRS screen, you need to subtract current month accruals. Remember the IHRS screen takes the ending balance of the previous month and adds the current month accruals.

Separations

The Code addresses three categories of "separating" employees and the prescribed payment rules:
Discharged employee - The University must pay a discharged employee immediately for all wages, including accrued vacation leave and compensatory time.
Voluntary resignation with 72 hour notice – If an employee quits/resigns and gives at least 72 hours notice, the University must pay the employee his or her wages, including accrued vacation leave and compensatory time, at the time of separation.
Voluntary resignation with no notice – If an employee quits/resigns without notice, the University must pay the employee all wages, including accrued vacation leave and compensatory time, no later than 72 hours from the date of separation.

Yes. The Code applies to employees who voluntarily quit their career positions to accept per diem positions.

Yes. We believe that the Code applies to employees with appointment end dates. We will be exploring other options about this issue, including requesting a ruling from the Labor Commissioner on this question.

Yes. The Code applies to employees who resign before achieving their appointment end dates. The definition of a voluntary quit includes such early resignations.

No. If an employee holds two appointments at the same location and only one appointment ends, then the employee has not separated from the University.

No. A department should not manipulate an employee’s appointment end date in order to obtain additional time to pay the employee.

Yes. Retirements are voluntary separations and all wages due are subject to the provisions of the Code.

Yes. The Code applies to all wages for labor performed.

No. The Code applies only to wages, not retirement funds.

Yes. Senior Management, Health Sciences, and other forms of severance pay are considered wages and must be included in an employee’s final pay.

An employee is entitled to benefits coverage (medical, dental, and vision) for the month following separation. The Payroll/Personnel System automatically establishes Plan Coverage End Dates as of the last day of the month following the month of separation. Consequently, the payroll office should withhold any related employee medical, dental, and vision premiums and any voluntary deductions, such as 403(b) deductions.

Yes. Departments must make every effort to pay an employee all unpaid wages within the 72-hour period for an employee who quits without notice. When the wages owed are in dispute or unknown, departments should pay all wages that are known to be due the employee. If the dispute can be resolved or when the hours can be determined, the department should pay the amount settled upon. If the dispute can not be resolved or the employee does not provide the necessary documentation, the department will have a reasonable defense if the employee seeks remedies over the disputed amount through the Labor Commissioner.

Posting is required to be made "conspicuously at the place of work, if practicable, or otherwise where it can be seen as employees come or go to their places of work or at the place of payment." The location of posting may vary but it must be in a place where employees can readily see it. Attachment 2 contains an example of the information that must be posted. This information can be found in Accounting Manual chapter P-196-16.5, Payroll: Official Pay Dates.

The 72 hours is measured in continuous actual hours, including holidays and weekends, from the date and time of separation. If the pay date falls on a Saturday, Sunday, or weekday holiday, actual payment may be made on the next business day. This is also true for the hospitals or any other 24/7 operations where the
administrative offices are only open Monday through Friday from 8:00 a.m. to 5:00 p.m. For example, if an employee resigns without notice on a Friday at 5:00 p.m., the University has until 5:00 p.m. the following Monday to pay the wages due. However, if Monday is a holiday, the University must deliver the final check to the employee by 5:00 p.m. on Tuesday.

The letter of dismissal should explain that the employee may call to make an appointment to pick up his or her final check on the dismissal date or the employee may request the check to be mailed. A second approach would be for the department to mail the check with the dismissal letter if the department does not want the employee to return to the work site. If the check is mailed, the department should use certified mail or another mail delivery method that provides proof of the date and time of mailing.

It does not appear that the use of Surepay will satisfy the Code. Section 213(d) provides: “If an employer discharges an employee or the employee quits [a] voluntary authorization for deposit shall be deemed terminated” and the employee must be paid according to “this article relating to the payment of wages.” A discharged employee must be paid immediately, which contemplates in person. A "quit" [voluntary resignation] employee who does not give 72-hour notice may
receive payment by mail if the employee so requests. The language regarding Surepay is mandatory. Furthermore, Section 219 states: "[N]o provision of this article can in any way be contravened or set aside by a private agreement, whether written, oral or implied." Thus, even if an employee wanted to receive his or her pay via Surepay, the University can not use this method of payment. Separating employees should be provided with notice that they will receive their final pay by check.

When the pay date is scheduled before the appointment end date because of a conflict with a holiday or weekend, it is permissible to use Surepay for employees with such appointment end dates. For example, a monthly-paid employee enrolled in Surepay has an appointment end date of June 30, 2001. The employee will receive pay for the month of June on June 29 because the normal pay date (i.e., July 1) falls on Sunday, a non-working day. In this situation, Surepay may be used to pay separating employees with June 30 appointment end dates.

A department should not ask an employee to sign a release. It would be a good practice, however, to have the employee sign for his or her final paycheck as part of the check pick-up procedures.

If an employee is discharged or quits at a time when he or she is entitled to such increases, and the formula for the increases is known, then the employee should receive all monies due at the time of discharge or quit, as appropriate.

Yes. The daily penalties include weekends and holidays for up to a maximum of 30 days pay.

Online Earnings Statement

Notes will only be sent to those with an address in the directory. If you do not currently have one and would like to receive the note then you should establish your UCSB NetID at https://directory.ucsb.edu/ldap/index.html. If you need assistance, your department directory editor (DDE) should be able to help you. They are identified on the http://directoryproject.isc.ucsb.edu/dde-dde.html page.

If you are a UCSB student employee, use the feature in GOLD to maintain your email address. For non student employees, log on to the directory service with your UCSB NetID at https://directory.ucsb.edu/ldap/index.html. If you need assistance, your department directory editor (DDE) should be able to help you. They are identified on the http://directoryproject.isc.ucsb.edu/dde-dde.html page.

The department listing you receive with the checks and paper statements will have a section for on line statements. Also, you can use the PPS XCHK screen to verify the Online Earnings Statement selection and the IDCS screen to review the detail information. In addition, reconciling the Distribution of Payroll Expense report will also confirm what your employee was paid.

Enter your Social Security Number (SSN) and birth date (mmddyyyy format) as your initial/temporary password. You will be prompted to create your own Username and password (6 to 12 alpha-numeric character). This is the same procedure all University employees use to select their benefits during their Period of Initial Eligibility (PIE).

Use the "Forgot your Username or Password?" links. Click on the Password. Enter your Username or Social Security number in the available box. A temporary password will be sent to your email address(es) on file.

NOTE - Your UC email address comes from our local directory service. Contact your Department Directory Editor (DDE) if it needs to be established or corrected. They are identified on the http://directoryproject.isc.ucsb.edu/dde-dde.html page. You are also able to establish a personal email address in your AYSO profile.

Biweekly Pay: Overview

Nonexempt employees are eligible for overtime under the Fair Labor Standards Act (FLSA) and record their actual time worked. Exempt employees are not eligible for overtime. If you are unsure of your exemption status, you can: check with your supervisor or if you know your title code you can go to https://tcs.ucop.edu/tcs/jsp/nonAcademicTitlesSearch.htm and you will be able to determine whether you are exempt or nonexempt there.

Exempt employees receive a predetermined salary each pay period, regardless of the amount of time worked. Exempt employees are not paid by the hour and they are not eligible for overtime. Exempt employees are required to report only non-productive time, such as vacation or sick time.

All nonexempt employees in the following units will be making the switch to biweekly pay:  

  • 99 – Non-represented 
  • CX – Clerical
  • RX – Research Support Professionals
  • SX – Service
  • TX – Technical
  • PA – Police
  • NX – Nurses
  • HX – Health Care Professionals
  • EX – Patient Care Technical

Transition to biweekly pay for other exclusively represented employees is subject to collective bargaining.

The transition is part of a systemwide plan to bring employees at all UC locations onto a standardized pay schedule, with the goal of improving the quality and efficiency of UC’s business processes. The new system provides several benefits, including:

  • A systematic approach to payroll time reporting
  • Standardized payroll cycles across all UC locations
  • More efficient and effective time reporting
  • Fewer manual adjustments and under or overpayments
  • You will be paid every other week.
  • Any overtime hours you work in the pay period will be paid more frequently.
  • Your vacation and sick leave balances will be current.

Biweekly conversion requires calculations be made based on an hourly rate, thus the conversion from annual to hourly.

Biweekly Pay: How Will This Change Impact Me?

Not all employees will convert to the biweekly pay schedule; only if your job is defined as nonexempt under the Fair Labor Standards Act (FLSA) will you convert to biweekly. Employees whose job titles are exempt will continue to be paid monthly.

You will receive a minimum of 26 and a maximum of 27 paychecks in a year. Because biweekly periods do not always line up exactly to the calendar year, there is often a biweekly pay period that crosses over from December to January. Because of this, the gross pay reported on an annual W-2 tax form may not match exactly to your annualized pay (hourly rate x 2088 hours), and occasionally there will be 27 periods in one year.

It is important that you review your personal budget situation and determine your income needs based on the new biweekly pay schedule. In preparation for the conversion, we suggest that you take the following steps:

  • Review your current tax withholding elections to make any necessary changes. Pay particular attention to additional tax withholding amounts.
  • Request that creditors adjust your automatic withdrawal or bill-pay dates to align with your new pay schedule.

If you have automatic bill pay set up for any regular expenses, such as mortgage payments, student loan payments or car payments, we encourage you to work directly with your financial institution(s) to change payment dates as needed.

If your job is defined as nonexempt under the Fair Labor Standards Act (FLSA), you will convert to the biweekly pay cycle.

FLSA regulations require nonexempt employees to track their hours worked so they can be paid overtime for eligible hours. To ensure that the university meets these regulations, nonexempt employees report their actual time worked each day.

Biweekly Pay: Benefits and Deductions

Your sick and vacation accruals may be calculated based on a factor accrual rate. This means that your sick and vacation accrual amount will vary each pay period based on your factor and the hours you work.

Yes, Payroll deductions will be split across the biweekly paychecks. Deductions are either a fixed amount (e.g. $25) or a percentage of earnings (e.g. 2%). Fixed deductions are divided and deducted twice monthly. Percentage based deductions are deducted every check. During the initial transition, benefits deductions will be taken from all three paychecks received in February.

For months with three paychecks, one paycheck will have no fixed deductions taken (e.g. transit and parking deductions, credit union deductions, 403(b) loan payments, etc.). These paydays, referred to as “benefits-deduction holidays,” will occur twice a year. Please refer to the 2013 UCSB Payday Calendar.

If the garnishment deduction is calculated as a percentage of your earnings, a deduction will occur each pay period, up to the maximum deduction allowed based on federal and state regulations.

For example, if your garnishment deduction is 25%, that amount will be deducted each payday. If the garnishment deduction is a fixed flat dollar amount, the amount will be recalculated to a biweekly amount. That calculation is then divided into two payments. For example, a monthly $250.00 garnishment payment will become $125.00, deducted against each biweekly paycheck.

If you set up your contributions as a percentage deduction, the percentage amount will be taken each payday. For example, if your current 403(b) contribution is set at 5% per month, a 5% contribution will be made each biweekly payday. If you set up your contributions as a flat dollar amount, it will be divided in half and taken in the first two bi-weekly pay periods in a month but not taken during the “benefits holiday” pay period, which occurs twice per year.

Your income will continue to be taxed according to the Federal W-4 and State DE-4 forms you currently have on file. Your biweekly earnings will be taxed based on the biweekly tax schedules set by the Internal Revenue Service and the Franchise Tax Board. To review your current W-4 and DE-4 elections, visit At Your Service Online.

Beginning with W-2s for 2013, slightly different pay periods will be reported than in the past due to the fact that your wages are reported based on when the funds have been made available to you. With a monthly schedule, the entire month of December is reported in the next tax year, because you always receive the funds for the entire month of December in January.

With a biweekly schedule, some of the constructive receipt of funds for December work will happen in December, and some in January. W-2s for 2012, which will be sent out in January 2013, will not be affected by the biweekly conversion, since the conversion is happening in 2013.

A Benefits-Deduction Holiday is the third payday in a month that has three biweekly pay period end dates within the month. This paycheck will have no fixed benefits/deductions taken, only percentage based deductions will be taken.

Factor accrual methodology will be used to accrue vacation and sick leave for all employee populations in UCPath except faculty.

PPS currently supports factor accrual for all populations, and table accrual for monthly. Campuses with BW pay cycles typically use table accrual for the academic titles (who are on the MO cycle) and factor accrual for all other employees.

Staff policy, explained in the following document (which applies to PSS not covered under bargaining unit contracts, MSP, and SMG), supports factor accrual: http://policy.ucop.edu/doc/4010406

Biweekly Pay: Miscellaneous

Section 204 of the state labor code applies to private sector employees, and not to the University. Many public agencies within California pay employees on a schedule similar to that being implemented by the University. The University’s legal obligation is to pay employees on announced pay dates.

As an exempt employee, the researcher will remain on monthly. The department may continue to report time or may choose to change the appointment to a fixed appointment so that pay is automatically generated each month.

Supervisors of employees on the biweekly cycle will approve timesheets every other week. Unless affected by holidays, biweekly approvals will be due every other Monday, beginning with February 4, 2013. The approval schedule for monthly timesheets will not change.

Monthly to Biweekly:
Your last full monthly paycheck will be on January 2, 2013. On February 1, you will receive a partial paycheck covering the period between January 1 and January 19. You will receive your first biweekly paycheck on February 13 - covering the pay period between January 20 and February 2.

Semi-monthly to Biweekly:
Your last full semi-monthly paycheck will be on January 23, 2013. On February 8, you will receive a partial paycheck covering the period between January 16 and January 19. You will receive your first biweekly paycheck on February 13 - covering the pay period between January 20 and February 2.

Monthly Arrears to Biweekly:
Your last full monthly arrears paycheck will be on January 8, 2013. On February 8 (February 7 for Southern campuses), you will receive a partial paycheck covering the period between January 1 and January 19. You will receive your first biweekly paycheck on February 13 - covering the pay period between January 20 and February 2.

Employees will be paid for every hour worked. Because there are 365 days in a year, there will be a different number of pay periods each calendar year so earnings will vary slightly from one year to the next. There will be 26 pay periods in some years (like 2013) and 27 pay periods in others (like 2014). The number 2088 is used to calculate your hourly rate. This does not mean you are being paid 8 hours less than you were as a monthly paid employee.

No, campuses do not have the flexibility to temporarily modify employees’ workweeks in order to avoid paying overtime. This applies whether the employee is on an alternate work schedule or not. Under the FLSA, hospitals and residential care establishments can use a fixed work period of 14 consecutive days, instead of the 40 hour workweek, for purposes of calculating overtime.  To do this, the employer must have an agreement with the affected employee before the work is performed that defines that employee’s workweek, i.e. when that employee’s 14-day period will start and end.

The 14-day period can begin at any hour of any day of the week, e.g. at a time that does not coincide with the start of a day, such as 2 a.m. The 14-day period must be established with the intent that the period be permanent or used for a substantial period of time.

The University does have the flexibility to change the schedule of a non-exempt, non-represented employee to avoid paying overtime. For example, if an employee on a 40 hour per week schedule usually works 8 hours per day, and during a particularly busy Monday that employee works 10 hours, the University can change that employee’s schedule to only work 6 hours on Friday of that week to avoid overtime.

The ability of the University to change the schedule of a represented employee will depend on that employee’s labor agreement.

The determining factor will be the employees’ primary purpose at the University.  For some employees, their primary purpose is to serve as a faculty member and they also work in a second appointment as a staff member.  For others, their primary purpose is to serve as a staff member and they also teach sporadically.  These situations will be handled on a case by case basis.

No, the transition to biweekly pay will not impact the ERIT program.