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Paychecks are issued on the last weekday of the month for employees that are paid monthly. For employees that are paid bi-weekly, paychecks are issued the second Friday following the end of the pay period.
For monthly paid or biweekly paid employees, if a banking holiday falls on a regularly scheduled pay day, then the pay date will be published on the payroll calendar found at the Office of Human Resources and Institutional Equity website.
The University is required to withhold federal and state income tax and social security taxes from your paycheck. The University will also withhold court-ordered garnishments from your paycheck. If you are eligible for certain University benefits, the premiums for such benefits, as well as any deductions which you have authorized, will also be deducted from your paycheck.
Your statement of earnings may be accessed at Gibson Online (https://gibson.tulane.edu/), HCM SelfService, Tulane Employee Self-Serve, Deposit Advice.
Please contact the Office of Human Resources and Institutional Equity if you have questions.
All University staff employees are covered by Social Security under the Federal Insurance Contributions Act (“FICA”). An amount is withheld from each paycheck and the University contributes an equal amount. If you have questions about the benefits provided by Social Security, please contact your local Social Security Administration office.
All new and current staff employees paid monthly or bi-weekly must have their paycheck automatically deposited into their bank account upon hire.
To set up direct deposit, go to Gibson Online (https://gibson.tulane.edu/), Oracle E-Business Suite, Tulane Employee Self-Serve – Direct Deposit Only. You must be logged onto a Tulane network in order to set up your direct deposit.
Non-exempt staff employees who are regularly scheduled to work evenings, nights and/or weekends may receive additional compensation in the form of a shift premium. If you receive a shift premium, it will be included in determining your regular rate for overtime, holidays, Winter Recess, and vacation leave.
Employees who are not entitled to a shift premium and who work overtime into the evening or night shift will not receive a shift premium for the additional time worked. Employees who are reassigned from a non-shift premium schedule to a shift premium schedule will be paid the shift premium for the duration of their assignment.
Federal law defines overtime as actual time worked in excess of forty (40) hours in a single work week. Under federal law, non-exempt employees are entitled to one and one-half times (1½X) their regular rate of pay for overtime.
If you are non-exempt, you will receive one and one-half times (1½X) your regular rate for actual time worked in excess of 40 hours in a single work week.
Your regular job responsibilities should be completed without the need for time in excess of your regular work hours. However, you may be required to work additional hours on an overtime basis when authorized and considered essential by your supervisor.
Overtime is calculated based on actual hours worked in the work week in which it is earned. Overtime may not be carried over from one payroll period to the next. The work week for non-exempt employees is Friday – Thursday.
Vacation, sick leave, holiday pay and Winter Recess pay do not count as actual time worked in determining overtime pay as those are hours that are not worked. Call back pay also does not count in determining overtime pay
Individual departments may provide salary supplements to newly-hired employees who were participants in a retirement plan immediately prior to accepting employment with the University. These supplements may only be provided for a period of two years (2) from the date of hire. Salary supplements are not included in base salary for purposes of calculating other benefits.
Due to specific operational needs, departments may have additional premium pay practices, such as call-back pay or on-call pay.
Call back pay is for when a non-exempt employee is called back to work due to an unforeseen emergency. On-call pay is when a non-exempt employee has been scheduled to stand-by during their normal off time and is prepared to return to work to respond to an unforeseen emergency.
If a non-exempt employee is called back to work, they will be guaranteed a three (3) hour minimum of pay regardless of the number of times called back within the initial three (3) hour period. However, if the non-exempt employee works beyond the initial three (3) hours, they will then be paid for all hours worked beyond the initial three (3) hour period.
Call back pay is paid out at one and one-half times (1½X) the regular rate of pay. Call back pay does not count in determining overtime pay.
In the event of emergency closures, certain staff members designated as essential employees play a critical role in maintaining essential operations. For full details on roles, expectations, and procedures during these situations, please review the Essential Employee Policy. This policy outlines specific responsibilities, guidelines, and compensation related to essential duties during closures.
