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

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, 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 e

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.

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.

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.

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.

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.

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