About Bi-weekly and Non-Exempt

Pay will be based on the number of hours worked and approved in Workday for each two-week pay period. The pay period runs Monday through Sunday. Once hours are approved, they are multiplied by your base hourly rate to determine each paycheck amount.

All non-exempt teammates must record hours worked daily or weekly in Workday.  Refer to the Entering Time in Workday reference guide for step-by-step instructions on entering your time.

If time is not submitted or approved by the deadline, pay may be delayed until the next cycle. Managers should assign a backup approver to ensure coverage if they are unavailable.

Overtime (more than 40 hours in a workweek) must be approved in advance by the manager. Overtime is paid at 1.5 times the regular hourly rate and will appear automatically once approved and processed in Workday.

Holiday hours will continue to be paid according to TSTC’s official holiday schedule. Holidays will show in your timesheet automatically, populated by Workday from our Holiday Schedule. If you are required to work on a holiday, your additional time should be entered as Holiday Worked to be included in your paycheck.

If Workday experiences downtime, HR and Payroll have contingency procedures to capture time and ensure pay continuity. Communication will be sent immediately through official channels if this occurs.

You’re not required to, but you may review or adjust your W-4 in Workday under Pay → Withholding Elections. Consult a tax advisor if you have questions about your individual situation.

Deadlines for submitting timesheets can be found in the biweekly pay schedule.

Unapproved time cannot be processed for payment until the next pay cycle. Employees and supervisors will receive alerts if deadlines are missed so corrections can be made promptly.

Non-exempt employees are paid based on the number of hours worked each week and are eligible for overtime pay under the Fair Labor Standards Act (FLSA). Exempt employees are paid a fixed salary that does not vary with hours worked and are not eligible for overtime.

 For more information, visit the U.S. Department of Labor’s FLSA resources: https://www.dol.gov/agencies/whd/flsa.

You can confirm exemption status in Workday:

1. Open the employee’s profile.

2. Select the Job Profile Name.

3. Click Pay, then Job Exempt.

4. Under Job Details, look for FLSA Status.

• “Non-Exempt” = included in the bi-weekly pay change.

•  “Exempt” = remains on the monthly pay schedule.

 If unsure, contact compensation@tstc.edu for assistance.

Managers receive reminders before payroll closes. Remind employees to submit their hours promptly. Unsubmitted or unapproved time may result in delayed pay until the next cycle.

Many managers will be approving time for the first time. Check out our guide to help managers through the process of approving time. Click here!

No. Beginning December 1, 2025, all non-exempt employees were move to the bi-weekly pay schedule. This change ensures compliance with the federal Fair Labor Standards Act (FLSA) and aligns pay frequency with the number of hours worked and approved each pay period.

Only Exempt employees, whose pay is based on a fixed monthly salary rather than hours worked, will remain on the monthly schedule.

Your direct-deposit elections will remain active in Workday, and your paycheck will continue to be distributed according to your existing split percentages or fixed amounts. However, since deposits will occur every two weeks instead of once a month, you may wish to review and update your allocations to ensure your funds are divided the way you intend under the new schedule.

You can review or adjust your direct-deposit settings anytime in Workday → Pay → Payment Elections.

Pay or rate questions: compensation@tstc.edu

Time entry or approval issues: hrservicecenter@tstc.edu

Paycheck or W-2 questions: payrollgroup@tstc.edu

Workday technical issues: helpdesk@tstc.edu