1 PAYROLL POLICIES 2401 Earned Compensation Academic Stuff 2402 Earned Compensation Professional and Administrative Staff Employees 2403 Earned Compensation Support Staff and Bargaining Unit Employees 2404 Earned Compensation Professional, Administrative and Support Staff 2405 Overtime Payments Support Staff and Bargaining Unit Employees 2406 Salary and Wage Payments 2407 Payroll Cycles 2408 Time Reporting 2409 Retroactive Pay 2410 Overpayments 2411 Notification of Employee Termination 2412 Paid Vacation at Separation 2415 Payroll Deductions & Reductions 2416 Wage Attachments & Levies 2417 Off-Cycle Issuance of Paychecks
2 Last Reviewed: May, 2014 Responsible Office: Provost 2401 EARNED COMPENSATION - ACADEMIC STAFF To establish the period over which academic staff members (exempt and monthly paid) earn annual academic base salary and other compensation paid by the University. NOTE: Academic staff members occupy positions which are considered exempt from (not subject to) the provisions of the Fair Labor Standards Act. 1. The Provost is responsible for all matters related to academic staff compensation and is the only University official authorized to approve academic staff compensation payments. 2. Academic base salary for standing faculty, other than clinician- educators, normally is earned over the academic year, September through May, and can be paid in nine equal monthly payments or spread over twelve months in equal monthly installments. Those standing faculty holding twelve month appointments are paid in twelve equal monthly payments. NOTE: Standing faculty holding nine month appointments may elect to be paid their academic base salary in twelve equal monthly payments. 3. Academic base salary for clinician-educators normally is earned and paid over the fiscal year in twelve equal monthly payments. 4. For standing faculty, extra compensation for services performed during the summer months is earned and paid monthly at a rate which cannot be greater than one-ninth of the annual academic base salary. For faculty holding administrative appointments, the annual administrative stipend is earned and paid in equal monthly payments over the period of the appointment. Policy governing extra compensation for academic staff is detailed in the The Handbook for Faculty and Academic Administrators (Section II.E). 5. For associated faculty and academic support staff, salary is earned and paid monthly, consistent with the term of appointment and/or services provided, and generally as follows: a. Base salary for academic staff involved in research or clinical services normally is earned and paid over the fiscal year in twelve equal monthly payments. b. Base salary for academic staff involved in teaching normally is earned and paid over the academic year, September through May, in nine equal monthly payments.
3 6. Graduate and professional students, holding academic staff appointments, are paid stipends monthly, consistent with the term of their appointment. Generally, they are paid over the academic year, September through May, in nine equal monthly payments. 7. Postdoctoral fellows earn compensation and are paid monthly, consistent with the term of their appointment and/or outside stipend support. Generally, they are paid over the fiscal year in twelve equal monthly payments. 8. Paid emeritus faculty earn compensation and are paid monthly, in accordance with policy statements nos. 2 and 3, above 
4 2402 EARNED COMPENSATION - PROFESSIONAL AND ADMINISTRATIVE STAFF EMPLOYEES Revised: April 2013 /Human Resources To establish the period over which exempt staff employees (monthly paid) earn compensation, i.e., annual base salary paid by the University. NOTE: Exempt staff employees occupy positions which are considered exempt from (not subject to) the provisions of the Fair Labor Standards Act. 1. Annual base salary is earned and paid over the fiscal year in twelve equal monthly payments. 2. Promotions, reclassifications, salary adjustments, or merit increases are considered incremental adjustments to the annual salary, and are paid in each subsequent month at a rate equal to onetwelfth of the increase amount. 3. Human Resources/Compensation is responsible for the determination of whether a position is exempt or non-exempt. 4. Any exceptions to the above policies must be approved, in advance and in writing, by the Director, Human Resources Compensation.
5 2403 EARNED COMPENSATION - SUPPORT STAFF AND BARGAINING UNIT EMPLOYEES Effective: September 1990 Revised: May 2014 /Human Resources To establish the period over which nonexempt staff employees and employees that are covered by collective bargaining agreements (weekly paid) earn compensation, i.e., annual base salary or hourly wage paid by the University. NOTE: Nonexempt staff employees or employees, who are covered by collective bargaining agreements, occupy positions which are subject to the provisions of the Fair Labor Standards Act. 1. Compensation is earned by regular salaried nonexempt staff as follows: a. Compensation is earned and paid on a weekly basis at a calculated hourly wage rate over the employee's standard work week, e.g., 35, 37.5 or 40 hours. b. Promotions, reclassifications, salary adjustments, and merit increases are considered incremental adjustments to the employee's annual base salary, calculated as an incremental amount to the employee's hourly wage rate, and are paid each subsequent week. 2. Compensation is earned by temporary hourly support staff as follows: a. Compensation is earned on an hourly basis and paid weekly at the employee's hourly wage rate. b. Salary increases are considered incremental adjustments to the hourly wage rate, and are paid each subsequent week as part of the hourly wage rate, as adjusted. 3. For employees who are covered by collective bargaining agreements, wages are paid at the hourly rates established by the applicable labor contract. 4. Hours worked must be paid in accordance with the provisions of the Fair Labor Standards Act. https://www.hr.upenn.edu/myhr/resources/policy/compensation/overtime (HR Policy 302.1)
6 5. Human Resources/Compensation is responsible for the determination of whether a position is exempt or non-exempt. 6. Any exceptions to the above policies must be approved, in advance and in writing, by the Director, Human Resources Compensation. 
7 2404 EARNED COMPENSATION - PROFESSIONAL, ADMINISTRATIVE, AND SUPPORT STAFF Revised: April 2013 To establish policy for the payment of extra compensation (other than job related overtime for nonexempt staff and bargaining unit employees) to exempt and nonexempt staff employees who provide additional services beyond the scope of their normal employment. 1. Payment of all extra compensation must be made through Additional Pay module in Penn Works. 2. Non-exempt employees must be paid for services in accordance with the provisions of the Fair Labor Standards Act. https://www.hr.upenn.edu/myhr/resources/policy/compensation/overtime 3. In order for exempt or nonexempt to be eligible for extra compensation, the additional services provided must be beyond the scope of responsibilities that the individual normally would be expected to accomplish. 4. Requests for services which will result in extra compensation require prior approval by the Home and Paying School/Center Business Administrator, employee s supervisor, Home and Paying School/Center Human Resources approver, and Central Human Resources via Additional Pay Pre- Work module in PennWorks. 5. A justification for the amount to be paid and an explanation of the additional services provided must be attached. Once payment is approved and verified, request will be submitted through Additional Pay module in PennWorks. 6. Once requests are approved in the Additional Pay module in Penn Works, payment for approved extra compensation will be made by the Payroll Department in the next available payroll cycle.
8 2405 OVERTIME PAYMENTS - SUPPORT STAFF AND BARGAINING UNIT EMPLOYEES Revised: May 2014 To establish policy governing the approval and payment of job related overtime to nonexempt staff employees and employees who are covered by collective bargaining agreements (weekly paid). 1. Payment for overtime must be made through the University's payroll system 2. Payment for overtime hours must be made in accordance with the applicable bargaining unit agreement and the provisions of the Fair Labor Standards Act. HR Policy https://www.hr.upenn.edu/myhr/resources/policy/compensation/overtime 3. Departments are responsible for establishing procedures for ensuring that all job related overtime worked by nonexempt staff employees and employees who covered by collective bargaining agreements for work that cannot reasonably be accomplished during normal working hours. 4. Departments are responsible for entering into the payroll system the proper overtime hours for their employees for each pay period end date by the deadline set forth. See payroll website for deadlines 5. Payment for reported overtime will be made in the next regularly scheduled payroll cycle.
9 Revised: May SALARY AND WAGE PAYMENTS To define the circumstances under which the Comptroller will make salary and wage payments and to identify the methods of payment available to University employees. 1. The Office of the Comptroller is responsible for ensuring that salary or wage payments made to an employee are in accordance with existing human resource policies as established by the Provost, for academic staff, and by the Office of Human Resources, for exempt and nonexempt staff. In addition, payments made to employees covered by collective bargaining agreements must be in accordance with the provisions of the applicable labor agreement. 2. Departments are responsible for seeing that salary and wage payments made to an employee are for work performed within the employee's prescribed work responsibilities and are in compliance with University Human Resource policies. 3. For new employees, salary or wage payments will not be effected until the employee has been added to the University's Human Resources/ Payroll System and all government and University forms concerning employment and taxation (e.g., IRS W-4 Form, INS Form I-9, HR-2, etc.) have been completed and forwarded to the appropriate office. 4. For all employees, a valid and current distribution must exist on the Human Resources/Payroll System before salary and wage payments may be effected. 5. The University will direct deposit salary or wage payments either to the employee s personal bank account or to the individual s existing Aline Card account or a new Aline Card account will be established if needed.
10 2407 PAYROLL CYCLES Revised: July 2006 To define and establish the University's payroll cycles and pay dates. 1. The Office of the Comptroller is responsible for paying University employees on a regular basis, at predetermined intervals, and in accordance with existing governmental regulations and executed labor contracts. 2. Exempt University employees (academic, professional and administrative staff), retired or disabled personnel, and pre/post-doctoral trainees and researchers and employees of the Clinical Practice of the Hospital of the University of Pennsylvania, will be paid on a monthly cycle. The pay date is the last working day of the month. 3. Non-exempt University employees (support staff and members of bargaining units) and students will be paid on a weekly cycle. The pay date is the Friday following the week worked, except when there is a scheduled University holiday. The pay date, in those instances, will be on the working day immediately preceding the holiday. The University work week is 12:01 AM Monday through midnight Sunday. 4. The Payroll Department is responsible for establishing the schedule of pay dates for all University employees, (other than those employees on the Hospital payrolls). 5. Departments are responsible for processing appropriate payroll actions (e.g., time reporting, Database update for new hires, changes in pay amount, terminations, etc.) in a timely manner, and in accordance with the schedule of due dates as established by the Payroll Department. 6. In the event of a disaster, fire, computer malfunction or any other event which is beyond the control of the Comptroller, the University reserves the right to pay employees on other than the regularly scheduled pay date. 7. Also, in the event of a disaster, fire, computer malfunction or any other event which is beyond the control of the Comptroller, the University reserves the right to pay all employees via check, even if normal method of payment is direct deposit.
11 2408 TIME REPORTING Revised: April 2013 To establish policy governing time reporting for weekly paid University employees (positive and exception reporting). Time reporting records hours worked for hourly University employees and records exception hours, i.e., vacation, sick and personal time taken, for weekly salaried employees. 1. Departments are responsible for ensuring that all time reporting that will impact an employee's pay are entered into the Payroll system by the scheduled due date. See current payroll schedule here 2. Each department is responsible for establishing procedures to record hours worked by hourly paid employees and sick, vacation and personal time taken for all other weekly salaried employees. Each employee should be informed of the departmental procedure to ensure that his/her time is recorded correctly. 3. Each department or reporting unit should have at least two individuals who have been trained to enter the appropriate time into the payroll system, or have in place other appropriate backup procedures, in order to ensure on-line time reporting completion and submission on a timely basis.
12 2409 RETROACTIVE PAY Revised: May 2014 To establish policy for the payment of retroactive salary adjustments as the result of promotion or reclassification. 1. Employees are entitled to a retroactive payment if the effective date of a salary increase precedes the beginning of the current pay period. 2. Retroactive payments will only be made with the proper authorization from Human Resources/Compensation.
13 2410 OVERPAYMENTS Revised: April 2013 To establish policy regarding salary and wage overpayment and to assign responsibility for identifying and remedying the overpayment. Each department is responsible for reviewing individual payroll amounts in order to ensure that they are accurate. If this review identifies individuals who have been overpaid, the following must happen: 1. In the event an employee is overpaid in any given payroll period, the employee is responsible for bringing the overpayment to the attention of the departmental business administrator who must then notify the payroll department via the Request for Overpayment Calculation form found on the payroll website for overpayment calculation.doc 2. Upon receipt of the Request for Overpayment Calculation worksheet the payroll office will calculate the net overpayment that must be refunded to the University. 3. An will be sent to the Business Administrator notifying the department of the net amount of the overpayment. It is the Department s responsibility to inform the employee of the net amount due to the University. 4. The payroll office will then set up a cash recovery deduction that will withhold the entire net pay from each of the employees subsequent pays until the overpayment is recovered in full. 5. Failure to authorize such cash recovery to reimburse the University is grounds for termination. 6. Once the overpayment has been recovered in full the employee s year to date earnings and taxes will be adjusted and the paying department will receive the corresponding credit.
14 Revised: May NOTIFICATION OF EMPLOYEE TERMINATION To establish policy regarding the timely processing of the termination notice to the Payroll Department for an employee separating from the University, either voluntarily or involuntarily. NOTE: Specific payroll action is required for effecting an employee's termination. Terminating the current pay distribution does not in and of itself constitute an appropriate termination notification. 1. The separating employee's department is responsible for notifying the Payroll Department of the termination in a timely manner. 2. For monthly paid employees, the termination should be effected on the Human Resources/Payroll System as soon as the department becomes aware that the employee is terminating. If the payroll termination action is after a payroll cutoff date which would result in the employee being overpaid, the department also must immediately notify the Payroll Department, in writing, of the termination. 3. For weekly paid employees or work study students, the termination should be effected on the Human Resources Payroll System the Tuesday following the last week worked. 4. Departments are expected to see that all University property is returned by the employee to the appropriate office upon termination. This includes keys, Penn Identification Card, Transaction Authorization Card, University Sponsored Charge Card and any other University property in the possession of the employee.
15 Revised: May PAID VACATION AT SEPARATION To establish policy for the payment of unused vacation time when an employee separates from the University. 1. An employee who either resigns or is involuntarily separated is entitled to payment for unused and accrued vacation time. 2. The vacation payment request must be submitted through the Additional pay module in Penn Works. 3. Unused vacation time must be calculated in accordance with Policy No Paid Time Off" of the Human Resources Policy Manual. In no event may the vacation payment exceed the vacation accrual maximum for any individual. https://www.hr.upenn.edu/myhr/resources/policy/timeoff/pto 4. Payment for unused vacation time will be paid in the payroll after request in Penn Works has been submitted and approved by the appropriate parties.
16 Revised: April PAYROLL DEDUCTIONS AND REDUCTIONS To establish policy covering the types and amounts of deductions or reductions that the University will withhold from an employee's pay check. 1. The Office of the Comptroller is responsible for ensuring that mandatory deductions are effected and in compliance with governmental regulations and that voluntary deductions are effected in accordance with employee election. 2. The Office of the Comptroller will withhold from the pay of each employee all statutory tax deductions. These include, but are not limited to, federal, state and local income tax withholding, and social security (F.I.C.A.) taxes. 3. The Office of the Comptroller will withhold from regular pay voluntary deductions, reductions and shelters only after receipt of written authorization from the employee to the appropriate department (ex. Parking, Recreation, HR benefits). 4. As required by law, the University will deduct all legal wage assignments, as described in policy no. 2416, Wage Attachments and Levies. 5. The Office of the Comptroller is responsible for disbursing amounts withheld from employees' pay to governmental or other agencies in accordance with statutory regulations or executed agreements
17 Revised: April WAGE ATTACHMENTS AND LEVIES To identify the circumstances under which the University will make deductions, other than statutory tax deductions, from an employee's pay without the employee's consent. 1. The University is required, by law, to execute, with or without the employee's consent, all legal wage assignments such as tax levies, garnishments, notice of child support or other court ordered wage attachments, subject to the terms described in each individual instrument. 2. Upon receipt of an Internal Revenue Service Levy, the Payroll Department will send a copy of the levy by first class mail to the employee's home address currently listed in the payroll system. This form must be completed and returned to the Payroll Department within five working days, or the Payroll Department will begin to deduct the levied amount without regard to the employee's claimed dependent exemptions. 3. Court ordered wage attachments will be deducted, based on the information provided by the court, in the payroll cycle immediately following receipt of the attachment. 4. The Payroll Department will use its best efforts to ensure that the deductions do not exceed statutory limits and that timely payments are made to the respective agencies. 5. The Payroll Department will treat wage attachments and levies as confidential information, which will handled in accordance with the University's policy on confidentiality of records. (See Policy No. 201, "Confidentiality of Records," of the Human Resources Policy Manual.) 6. An administrative processing fee will be assessed on each wage attachment (the allowable fee varies from state to state) but will not exceed $25.00
18 Revised: May OFF-CYCLE ISSUANCE OF PAYCHECKS To establish policy regarding payment to an employee who does not receive, via normal payroll processing, payment for time worked. 1. The processing of off cycle payments is limited to those payments which meet the criteria for off cycle payments. 2. A department in need of an off cycle payment must call the payroll department to receive approval to submit the request for review. A member of the payroll staff will give verbal approval to submit an off cycle payment request form (http://www.finance.upenn.edu/forms/off_cycle_pmtreq.pdf). 3. Once the fully completed off cycle request form is received in the payroll office with a screen print of the approved late pay screen, the payroll office will review to insure that the request meets the requirements for an off cycle payment. 4. Once approved, the Payroll Department will process the off cycle payment request within 3 to 4 business days. The Funds will be available 24 hours after the payroll information is available on MY PAY on the Penn Portal. 5. Please note that all off cycle payments made to employees will be made via direct deposit or by ADP Aline Card.
UNIVERSITY OF PENNSYLVANIA Termination Process: In Effect: Review Date: Responsible Office: Office of the Comptroller Termination: Policy and Procedures Policy I. Purpose To establish the policy and procedures
CITY OF PORTLAND HUMAN RESOURCES ADMINISTRATIVE RULES LEAVES Purpose The purpose of this Administrative Rule is to provide additional benefits to eligible employees with accepted workers compensation claims.
MONTANA TECH EMPLOYEE BENEFITS The following is a summary explanation of the payroll deductions and fringe benefits provided to eligible employees of Montana Tech. A. REQUIRED DEDUCTIONS 1. F.I.C.A. (SOCIAL
SUBJECT: NUMBER: SOUTH DAKOTA BOARD OF REGENTS Policy Manual The following policy will govern the pay practices for the institutions within the Board of Regents. 1. Paycheck Distribution South Dakota Board
Purpose To provide City of Albany employees time off with pay for recognized and observed holidays. Policy Observed Holidays The following holidays shall be recognized and observed as paid holidays: New
Policy Statement PAYROLL TIME AND LEAVE REPORTING It is the policy of the County of Monterey to pay all employees for time worked in an accurate and timely manner, in accordance with applicable Federal
PAYROLL OFFICE PROCEDURE MANUAL EFFECTIVE JANUARY 1, 1993 REVISED 11-16-09 OBJECTIVE The purpose of the Payroll Office is to process all payments to employees as a direct result of employment at Morehead
Effective Date: April 22, 2002 Supersedes /Amends: n/a Originating Office: Human Resources Policy Number: HR-37 SCOPE This policy applies to all employees of the University. DEFINITIONS Federal and provincial
Handling Overpayments Correctly Vicki M. Lambert, CPP Thepayrolladvisor.com firstname.lastname@example.org Tuesday, March 20, 2012 2012 The Payroll Advisor 1 Sponsored by Tuesday, March 20, 2012 2011 The Payroll
NATIONAL Payroll SUMMARY Federal and state wage and hour laws regulate the method of payment of wages, the payment of wages upon termination of employment, allowable deductions from employee paychecks,
College Assistant Handbook Introduction...2 Terms and Conditions of Employment...3 College Assistant Rates...6 Processing Temporary Appointments...6 Benefits Information...8 Emergency Closing...11 Fire
CALIFORNIA INSTITUTE OF TECHNOLOGY STAFF PERSONNEL MEMORANDA Subject: Paid Time Off for Benefit Based Employees Memo No. 15-2 Pages: 10 Date: May 20, 2015 Approved by: Julia M. McCallin, Associate Vice
Staff Wage and Salary Guidelines Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between these procedures and guidelines and a collective
Shelby County Board of Education 4044 Issued Date: 05/28/13 Effective: 07/01/13 Revised: 02/25/14, 10/28/14 PAID HOLIDAYS I. PURPOSE To identify holidays that are observed and paid to eligible employees
Frequently Asked Questions (FAQ s) Why is the change being made and why does the employee care? The change will improve departmental efficiency and be more productive to the departmental core businesses.
UNIVERSITY of PENNSYLVANIA FACULTY AND STAFF MERIT INCREASE PROGRAM INDEX I II III IV MERIT INCREASE PROGRAM FUNDING PARAMETERS.. FACULTY INCREASE GUIDELINES.. STAFF INCREASE GUIDELINES. 1. SALARY INCREASE
Payroll Procedure Manual San Mateo County Community College Canada College College of San Mateo Skyline College Prepared by SMCCCD Updated As of March 31, 2010 2009-01 Page 1 Table of Contents 1. INTRODUCTION.
Benefits Summary for UAB www.uab.edu/benefits HUMAN RESOURCE MANAGEMENT Health Care, Dental, and Vision Plans For new employees, coverage under UAB s group health care, dental, or vision plans will begin
UNIVERSITY OF PENNSYLVANIA FACULTY/STAFF MERIT INCREASE PROGRAM FY 2017 I. MERIT INCREASE PROGRAM 1 II. FUNDING PARAMETERS 1 III. FACULTY INCREASE GUIDELINES 1 IV. STAFF INCREASE GUIDELINES 2 1. Salary
Title: 4.0 Pay STAFF EMPLOYMENT MANUAL Chapter: 4.02 Hours, Overtime and Pay Practices Issuance Status and Effective Date: March 2013 1. Established Work Week For compliance with the overtime provisions
SENIOR MANAGEMENT PERSONNEL POLICY A POLICY OF THE CITY OF AUBURN, NEW YORK, TO PROVIDE A COMPENSATION AND BENEFIT PLAN FOR SENIOR MANAGERS AND NON- UNION EMPLOYEES. The Senior Management Policy is designed
NOTE TO VENDORS: The following list of functionality is not exclusive. Vendors should be prepared to demonstrate other functionality included in the base product that is not specifically identified below.
Page 1 Wage Garnishments, Levies, And Child Support Withholding All Wage Garnishments, Levies, and Child Support Withholding Orders are processed by University Payroll Services. Do not accept any Withholding
REGULAR PAYROLL ACCOUNTING Millersville University uses the Human Resource System (HRS) to handle its payroll process for both regular employees and student employees. The Human Resource Information System
S T A T E O F C O N N E C T I C U T DEPARTMENT OF CORRECTION 24 WOLCOTT HILL ROAD WETHERSFIELD, CONNECTICUT 06109 THINKING OF RETIRING? We know this is a big decision and want to help you with the entire
Commonwealth of Pennsylvania Governor's Office Subject: Payroll Advances Number: 525.6 Amended Date: By Direction of: September 16, 2013 Charles B. Zogby, Secretary of the Budget Contact Agency: Office
THOMAS P. DiNAPOLI STATE COMPTROLLER ROBIN R. RABII DIRECTOR STATE OF NEW YORK OFFICE OF THE STATE COMPTROLLER Bureau of State Payroll Services 110 State Street Albany, New York 12236 December 22, 2014
Oklahoma State University Policy and Procedures ATTENDANCE AND LEAVE FOR STAFF 3-0713 ADMINISTRATION and FINANCE June 2008 PURPOSE 1.01 An integral part of the staff program for the University is a uniform
Chapter 25 - Payroll 25.60 Garnishments and Wage Assignments 25.60.10 Garnishments and levies March 18, 2005 25.60.20 Child Support March 18, 2005 25.60.30 Wage Assignments March 18, 2005 25.60.40 Other
2490 Payroll PURPOSE: To establish the College s payroll procedure regarding pay schedules, classification, absences and to comply with the requirements of the Fair Labor Standards Act. DEFINITIONS "Base
EDUCATION SUPPORT PROFESSIONALS Orientation PAYROLL DEPARTMENT OCTOBER 23, 2014 AGENDA Direct Deposit Go Green - Opt-Out of Paper Pay Advices All Days Paid (ADP) Year Round Pay (YRP) Employee Self Service
2015 Free Guide on Payroll Management Services Managing Payroll and Cloud Payroll The document covers the basic payroll management techniques and also briefly explains the benefits of Cloud Payroll Services.
Page: 45 C. Civil Service Employees 1. Coverage This Subsection C. applies to all civil service employees of the Board unless otherwise provided by these Regulations, by law, or by the terms of a collective
CALIFORNIA STATE UNIVERSITY, NORTHRIDGE UNIVERSITY STUDENT UNION FISCAL POLICY Effective: 02-19-13 Proc. Appr. 03-24-14 Supersedes Proc. Appr.: 08-15-13 Page: 1 of 7 SUBJECT: Human Resources Management
Policy: 1 Page: 1 of 8 I. Purpose, Reference, and Responsibility A. Purpose The purpose of this policy is to establish guidelines for faculty compensation. B. Reference 1. University of Colorado Administrative
WAGE WITHHOLDING FOR DEFAULTED STUDENT LOANS A HANDBOOK FOR EMPLOYERS TABLE of CONTENTS A Letter to Employers.3 The Student Loan Program...4 Collection Authority...4 The Basic Steps Employers Follow for
Finance Fundamentals: Managing Compensation: Payroll and Absence Management Managing Compensation Overview of Payroll Systems 2 Asperin and PeopleSoft Personnel actions initiated in ASPERIN Ex: Appointment
Rev. 01/2014 Office of Unemployment Insurance Administration Unemployment Claims Unit PO Box 94094, Room 386 Baton Rouge, Louisiana 70804-9096 Unemployment Benefits Rights and Responsibilities (Benefits
U.S. Bank 401(k) Savings Plan Summary Plan Description January 2012 This document constitutes part of a prospectus covering securities that have been registered under the Securities Act of 1933. HR1201W
Members Guide to: Survivor Benefits Whether a police officer or firefighter dies before or after retirement, their survivors may be eligible to receive survivor benefits from OP&F. These benefits are generally
HR PAYROLL SYSTEM THE HR PAYROLL SYSTEM The Human Resource Payroll Integrated System, originally known as BEACON, is the primary program for maintaining employee master data to include hours worked and
Policies of the University of North Texas Chapter 5 1.4.2 Compensatory Leave and Overtime Human Resources Policy Statement. To insure that staff members are compensated for overtime worked in accordance
Illinois Municipal Retirement Fund Federal Tax Reporting & Social Security / SECTION 9 9 - Federal Tax Reporting/ Social Security APPENDIX - FEDERAL TAX REPORTING/SOCIAL SECURITY... 291 9.00 INTRODUCTION...
03.602 Compensatory Leave and Overtime. 1. Purpose. To insure that staff members are compensated for overtime worked in accordance with the Fair Labor Standards Act of 1938, as amended, and the Texas Government
Fiscal Year 2011 (July 1, 2010 June 30, 2011) Salary Resolution Personnel Services Department Winner IPMA Award for Excellence FY11 SALARY RESOLUTION TABLE OF CONTENTS SECTION 1. - SPECIAL PROVISIONS APPLICABLE
Services 101 Human Resources Liaison Isha Guerrero-Londeree University of Central Florida Human Resources - Services email@example.com Objectives Provide you with the resources that enable you to: Understand
HEALTH & DENTAL CARE The City of Des Moines provides you with health and dental care options designed to help you and your family receive the best possible care. Benefits: Permanent and Active full-time
About This Booklet It is a resource to help you connect with the many new opportunities you face as a retiree. The following pages review your continued relationship with Ohio State, identify new opportunities
I. OVERTIME PAY Under the Fair Labor Standards Act, an employer who requires or permits an employee to work overtime is generally required to pay the employee premium pay for such overtime work. Unless
Member s Guide to: DROP Deferred Retirement Option Plan www.op-f.org PLAN DEFERRED RETIREMENT DROP The Deferred Retirement Option Plan (DROP) is an optional benefit that allows eligible police officers
PERSONAL LEAVE Hope College recognizes the need for employees to occasionally be absent from work for reasons other than personal illness or death in the immediate family. Such personal time with pay may
Payroll 101 Training Summer Finance Conference July 2015 Topics Duties and Responsibilities Work Assignments and Procedures Timesheet Procedures Payroll Reporting Procedures Payroll Process Why It s Important
Plan TRS 1 Disability Benefits for members of the Teachers Retirement System (TRS) Plan1 If you are a member of TRS Plan 1 and you become disabled, you may be entitled to disability benefits. This publication
Payroll Audit June 30, 2014 Audit Report 201314-11 Executive Summary Chapter 110, Florida Statutes, (F.S.), establishes the state s employment policy and provides requirements and guidelines relevant to
Public School Employees Retirement System Let s Talk About Taxes on Your Retirement Benefits Publication # 9600 9/2013 The information contained in this publication is intended only for general guidance
OnePurdue HR Payroll Concepts of Payroll in OnePurdue Version 1 March 25, 2006 GENERAL INFORMATION... 3 PAYROLL ONEPURDUE TERMINOLOGY... 3 WAGE TYPES - EARNINGS, REDUCTIONS, DEDUCTIONS AND IMPUTED INCOME...
ABSENCE FROM WORK Revised 12/17/2015 Employee Handbook: Absence From Work 1 of 11 VACATION To define time-off from regular work hours. It is company policy to grant time off from work under specific rules
GUIDE TO IRC CONTRIBUTION LIMITS 2016 UNIVERSITY OF MICHIGAN BASIC RETIREMENT PLAN AND 403(B) SUPPLEMENTAL RETIREMENT ACCOUNT For new hires, voluntary participants in the Basic Retirement Plan and compulsory
Transition to Chevron Holiday Policy Your Life. This policy is usually only available to Chevron employees from the U.S. HR intranet website. However, we ve posted this policy here for your reference because
PIEDMONT VIRGINIA COMMUNITY COLLEGE VIII HUMAN RESOURCES / PERSONNEL POLICIES VIII 13.0 EMPLOYEE SEPARATION POLICY Policy #: VIII 13.0 Effective: Revised: 6/1/2015 Responsible Dept.: Human Resources I.
Administrative Wage Garnishment Employer Handbook March 2011 Dear Employer, This page provides a brief summary of the Administrative Wage Garnishment (AWG) process utilized by Collection Technology, Inc.,
Policy: Parishes/Schools will maintain strong internal controls over the payroll function. Compliance with Diocese payroll policies, IRS, and NYS regulations is required. Purpose: To provide policies and
ARTICLE XX -- LEAVES, VACATIONS, AND HOLIDAYS Section 1. Voting Leave The Board agrees to allow, whenever possible, an employee who is a registered voter one hour off with pay, to vote in each local and
YALE UNIVERSITY RETIREMENT ACCOUNT PLAN SUMMARY PLAN DESCRIPTION Effective January 1, 2015 Table of Contents Introduction...1 Definitions...2 Eligible Employee...5 Eligible Employees... 5 Excluded Employees...
VOLUME 13, CHAPTER 8: NONAPPRORIATED FUND PAYROLL SUMMARY OF MAJOR CHANGES All changes are denoted by blue font. Substantive revisions are denoted by an * symbol preceding the section, paragraph, table,
PLANS PERS 2 & 3 Disability Benefits for Plan 2 and 3 members of the Public Employees Retirement System (PERS) and the School Employees Retirement System () If you are a member of PERS Plan 2 or Plan 3
City of Minneapolis Fair Labor Standards Act Procedures for Exempt Employees (Link to Policy) Applies to: All employees classified as exempt as defined by the Fair Labor Standards Act (FLSA). These procedures
Financial Aid Office Federal Work-Study Student Handbook Table of Contents Introduction What is Federal Work- Study? How do I apply for Federal Work- Study? Who is eligible for Federal Work- Study? What
PAYROLL GENERAL: The Payroll Department is responsible for processing all District payrolls and compliance with all rules and regulations pertaining to and/or resulting from payroll operations which includes
4. EMPLOYMENT LAW KNOW There are five key areas of Employment Law for nonprofit to be aware of: 1. Minimum Wage & Overtime: Federal, State, and in some cases Local law regulates employers pay practices
Reporting Sick Pay Paid by Third Parties Notice 2015-6 PURPOSE This notice provides that Internal Revenue Service (IRS) Form 8922, Third-Party Sick Pay Recap, must be used by third parties and employers
Pay, Benefits and Leave (Human Resources Policy 7) This policy is Current to April 12, 2016 This policy statement covers pay, benefits and leave for both excluded and bargaining unit employees appointed
Overview - Faculty, Administration, and Staff employees who are ordered to active military service (not active duty training) are granted a leave of absence beginning with the date of induction. Upon learning
Sick Leave Accrued paid time off for illness, doctor appointment; or illness, injury, or death of an immediate family member. Each pay period the employee accrues 4 hours. Proportionate accrual for less
California State University Employees Union (CSUEU) (Units 2, 5, 7, and 9) NOTE: The following summary is intended to provide an overview of leave program information. Please refer to the respective collective
Summary Plan Description Prepared for Norwich University Defined Contribution Retirement Plan INTRODUCTION Norwich University has restated the Norwich University Defined Contribution Retirement Plan (the
Your consent to our cookies if you continue to use this website.