/Institutions/Donnelly-College/json/2025-2026/Employee-Handbook-local.json

/Institutions/Donnelly-College/json/2025-2026/Employee-Handbook.json

Employee Payroll and Overtime

Donnelly College has a bi-weekly pay frequency. There are months when there will be three pay periods. The Payroll Specialist will publish an annual official calendar of pay dates. The payroll schedule is also on the Donnelly College website. Employees are responsible for making their own banking account changes for the deposit of their paychecks by logging into the Paylocity Payroll system. 
 
Employees should contact the payroll office regarding any errors in their paychecks. Adjustments will appear on the next paycheck. If an employee loses a paycheck, they should notify the payroll office immediately. The check will be replaced (after bank authorization.) A stop payment fee may be charged to the employee. 
 
Non-exempt Hourly employees are responsible for punching/recording their worked hours in Paylocity. Supervisors should approve all timecards in Paylocity by Monday, Noon of payroll week. Payroll is closed on Monday at 1:00 p.m. during payroll week.

OVERTIME PAY

The Federal Labor Standards Act/FLSA requires that employers compensate Hourly Non-exempt employees at a rate of one and one-half times the regular rate for more than forty hours of work per week. Supervisor approval is mandatory for overtime work, more than 40 hours in a week. 
NOTE: PTO, Holidays and Jury Duty do not apply to the calculation of overtime. 

Non-Exempt hourly employees
Non-exempt, hourly employees receive overtime pay for hours worked over 40 hours a week when they have received supervisor approval for working the additional hours. Non-exempt hourly employees are required to record all time worked in Paylocity. Working more than 40 hours within a week must always have the prior consent of the supervisor of the department. 
 
Exempt Salary Employees
Exempt, salary employees are paid a set salary per pay period and are not entitled to overtime due to federal FLSA (Fair Labor Standards Act) guidelines. Extra pay can be discussed with the supervisor in exceptional circumstances that should be documented by Human Resources.