Compensation and Pay Practices
Georgetown maintains job classification and pay grade structures consistent with its equal opportunity/affirmative action program and other University requirements. Compensation is based on the nature of the employee’s job, required qualifications, training and experience, individual performance, the financial resources of the organization, external job market, and other relevant factors. The University has established, and continues to review positions, salary ranges, and rates of pay within these ranges.
Employees are paid either biweekly or monthly. The Human Resources Department informs new employees of their pay status upon hire. The biweekly pay period is based on two consecutive workweeks. The workweek begins on Wednesday and ends at midnight Tuesday. Payment for the two-week period is made 10 calendar days after the end of the second week, resulting in a Friday payday. The monthly pay period begins on the first day of the month and ends on the final day of the month. Monthly salaries are paid on the final working day of the month. Supervisors should be able to answer any questions regarding paychecks. Employees may review their personal payroll information online through Employee Access+ at limited.georgetown.edu/access/.
Employees are encouraged to have their paychecks deposited directly to a bank or credit union. Contact the Payroll Department to make the necessary arrangements. Direct deposit application forms are available online at http://hr.georgetown.edu/employment_services. Using direct deposit minimizes the risk of lost or misplaced paychecks, allows money to be directly deposited into the employees’ bank accounts regardless of whether or not they plan to be at work on payday, and enhances security against identity theft and confidentiality broken by eliminating paper copies of transactions. Employees who select direct deposit do not receive pay advices and should refer to Employee Access+ at limited.georgetown.edu/access/ for payroll information.
If a court orders a garnishment against an employee’s wages, the University will comply with the order and deduct appropriate payments from wages earned as designated by the garnishment notice.
Differential and Call Pay
Positions in certain job classifications are eligible for shift differential and/or call pay in addition to the regular salary of the position. These premiums are explained to an employee before assignment to a covered position.
The University complies with the Fair Labor Standards Act of 1938 (FSLA) and other applicable laws when calculating and paying overtime to employees. An employee may be required to work overtime. An exempt employee is one who is exempt from coverage of the minimum wage, maximum hours, and overtime provisions of the FSLA, as amended. Employees who do not meet the exempt standard as defined in the FLSA are non-exempt, and must be paid on an hourly basis. Moreover, any employee who is paid on an hourly basis is non-exempt, whether or not his or her work meets the tests for exemption.
Non-exempt employees are entitled to overtime pay. Overtime is paid for all hours worked in excess of 40 hours in one workweek. Overtime is paid at a rate of 150% of the employee’s regular rate of pay. Exempt employees are not entitled to overtime pay or compensatory time off.
Supervisors must approve all overtime by non-exempt employees before the hours are worked. For purposes of computing whether more than 40 hours have been worked, the University excludes sick leave hours, scheduled or unscheduled paid leave, and any unpaid leave. Included in the calculation are all hours worked by the employee, even when the hours are worked in more than one position or for more than one department of the University.
Employees of Georgetown University who are injured while in the course and scope of employment may be entitled to workers’ compensation benefits. Workers’ compensation insurance covers medical expenses and a percentage of lost wages as a result of a work-related injury or occupational illness. Benefits are governed by the District of Columbia Workers’ Compensation Program, and are managed by Georgetown’s Office of Risk Management. An employee who sustains injury or illness while at work at Georgetown should report the situation to his or her supervisor as soon as possible. The supervisor will notify the Office of Risk Management, submit a Supervisor’s Report of Injury Form, and inform the employee about eligibility for workers’ compensation benefits. Eligibility terms and conditions for receiving benefits are contained on the Risk Management Web site at http://riskmanagement.georgetown.edu/.
It is the policy of the University to comply with applicable laws with respect to the payment of wages and benefits to employees, including the Fair Labor Standards Act, as amended, the D.C. Minimum Wage Act, and the D.C. Wage Payment and Wage Collection Act. The University will not make pay deductions that violate either federal or state law. If an employee believes that the University has made an improper deduction, the employee should notify his/her supervisor or Human Resources Generalist. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, the employee will be promptly reimbursed. For additional information, see Human Resources Policy #804 at http://www3.georgetown.edu/hr/employment_services.