• Standardized pay frequency for all employees
• More efficient and effective time reporting
• Reduction in manual adjustments needed
• Employees are paid consistently every other week
• Overtime hours worked are paid during the pay cycle in which they are worked
• Vacation and sick leave balances are current

For Non-Exempt Employees

• On a semimonthly pay frequency in 2022, non-exempt employees received their last 2022 semimonthly paycheck on January 10, 2023
• The first 2023 biweekly pay date is on January 13, 2023, for a one-week pay period that synchronizes them to the new biweekly frequency
• Non-exempt employees receive three paychecks in January 2023

For Exempt Employees

• On a monthly pay cycle in 2022, exempt employees received their last 2022 monthly paycheck on December 21, 2022
• The first biweekly pay date is on January 13, 2023, for a one-week pay period that synchronizes them to the new biweekly frequency
• Exempt employees receive two paychecks in January 2023

A biweekly pay frequency covers a pay period of 14 days, beginning on a Sunday and ending on the second Saturday.

You are paid every two weeks, giving a total of 26 pay periods in the 52-week calendar year.

Not quite. Your take home pay for a biweekly period is a little less than it would be on a semimonthly schedule, due to the annual salary being paid over 26 pay periods rather than 24.

You receive the same annual salary, however.

And, twice a year there are three paydates in a month rather than just two.

The Projected Biweekly Paychecks self-service feature was available in Cardinal Faculty and Staff to display your projected Biweekly paychecks for 2023 in order to assist you in planning during the transition. This tool is no longer available after April 2, 2023. 

All non-exempt employees have to report their time. Exempt employees report their use of leave.

FLSA regulations require non-exempt employees to track their time worked by the hour and require that overtime be paid for work in excess of 40 hours in a workweek. To ensure that the University meets these obligations, non-exempt employees have always had to report time worked per day.

Now that the transition to a biweekly pay frequency is completed, employees are on "positive pay," meaning there must be hours entered in order to generate a paycheck. Employee timesheets will be due consistently every other Friday by close of business for the just-ending pay period. For employees that work on Saturdays, timesheets are due at 12 noon on the Monday after the pay period ends.

Employee contributions to the University's Defined Contribution Retirement Plan 403(b) (TIAA) are specified as a percentage, so the amount corresponding to the percentage you selected are deducted each biweekly pay period.

In addition to a 403(b) employee contribution, employees may elect to have their salary reduced by an additional flat amount per pay period that is remitted to their TIAA account.

If you had elected to contribute an additional flat amount in 2022 and wished to continue doing so in 2023, you needed to have completed and submitted a new 403(b) Salary Deferral Form by November 11, 2022. 

Note: If the only Retirement Plan contribution is a percentage (no additional flat contribution amount), then a new form was not needed.

If the garnishment deduction is specified as a percentage of your earnings, a deduction occurs each pay period, up to the maximum deduction allowed, and based upon federal and state regulations. For example, a garnishment of 25% will continue to be deducted at the rate of 25% each pay period.

If the garnishment deduction is a fixed flat-dollar amount, the amount was recalculated to a biweekly amount that is deducted each pay period.

If your direct deposit was set up so that percentages of your pay are deposited into one or more accounts, the same set up was applied to your new biweekly pay. No action was needed.

If your direct deposit was set up so that flat dollar amounts are deposited, you needed to review these amounts to determine if changes were needed. For example, if you were paid monthly and had specified that a flat $50 be put into a savings account each pay period, if you make no changes, $50 will be taken each biweekly pay period, which will be a monthly direct deposit amount of $100 or $150. That may not be what you intended.

If you had an additional tax amount deducted from your paycheck in 2022, you most likely needed to recalculate that amount by taking your yearly goal amount and then divided by 26 for a biweekly amount.

If you did not want the 2022 additional amount to be used for each pay, you needed to submit the appropriate tax form to Payroll Services to update your deduction. 

We provided the following suggested steps to help you prepare for the transition to the biweekly pay frequency: 

• Review the information and examples in the About the January 2023 Biweekly Pay Transition page.
  
  In particular, exempt employees should note that the special one-week pay period at the start of January that serves to synchronize everyone to the biweekly frequency means that the two paychecks you receive on the January 13 and January 27 pay dates cover three weeks of work. The remainder of work done in January and in the first few days of February is paid on the February 10 pay date.
  
  
• Review the Biweekly Payroll Schedule for 2023 to learn the dates you are paid under the new schedule. Adjust your automatic withdrawal or bill pay dates to align them with your new pay schedule.
  
  
• Review your current Direct Deposit, Federal W-4, and State tax instructions, especially if you have a flat, constant amount being deducted from each paycheck, to make sure that the deductions are correct for the new biweekly pay frequency.

• About the January 2023 Biweekly Pay Transition
• About Paycheck Deductions in 2023
• Biweekly Payroll Schedule for 2023
• HR and Payroll Forms