I resigned from a company (salaried and exempt) that had a semi-monthly payroll system in the middle of February. I understand all the calculations/math behind the paycheck amounts, but due to the timing of my resignation, there were 12 additional hours (23 days in January and 11 days in first pay period February) worked YTD compared to total hours paid (86.67/check). In normal circumstance, these unpaid hours would be made up later during a shorter much such as second half of February. In my case, should the employer make a final adjustment for the 12 hours? I think the method of payroll processing shouldn’t affect the bottom line amount paid to employees. If payroll was processed bi-weekly, I would have been paid for actual number of days worked. Thank you!
Thanks for posting your question. Your best option is to sit with the HR or payroll manager at your prior firm to have them explain how your pay was calculated. When you’re salaried/exempt, your employer isn’t really tracking hours. (Even though they may estimate their standard 35 or 40 hour work week on your paystub). What they typically do is take the annual salary amount and divide it by the number of pay periods. Therefore it’s likely that the extra 12 hours aren’t really captured anywhere. If you left in the middle of a pay period (i.e. Feb 1-15), they would then prorate the number of days at a daily rate (based on your salary divided by the number of standard work days). Only with non-exempt staff do employers have to track actual hours worked. Best of luck to you.
Laura, HR Staff Writer
Remember that with the Semi-Monthly Payroll, you are receiving less paycheck than if you are paid weekly. This can be very tricky and if you’re living paycheck to paycheck or if you have automatic payments based on direct deposits, this can be a problem with insufficient funds in your account.
You can not ask for payment for 12 hours as you are an exempt employee. However, an exempt employee can also claim OT for hours worked exceeding 40 hours if his wages for that week goes below minimum weekly wage. If your weekly wage is below minimum wage then you can ask them to pay you OT for extra hours worked.