Employees are paid biweekly, every other Friday. If a pay day falls on a holiday, pay will be distributed on the preceding workday. The yearly pay schedule can be found on the self-service portal in Proliant. We do not hold a paycheck back like some companies do when new employees start but we do operate in the hole for 2 weeks.
This is confusing for some so let me explain it this way:
Our pay periods last for 2 weeks, let’s call those, week 1 and week 2. After week 2 has been completed payroll is submitted to our payroll company. You are paid for weeks 1 and 2 on the very next payday which occurs at the end of week 4.
Direct Deposit
During the onboarding process you are asked to input your bank’s information for direct deposit. Make sure this information is correct because you will be responsible for any incorrect deposits, fees you may incur, or reimbursements, it may also take up to a week for the funds to go back into our account and a new check issued. Should there be any changes to your banking account you can update your information in the Self-Service portal or call HR for assistance. We have chosen to use direct deposit as the primary means of payment because the mail is unreliable. Using direct deposit ensures our employees receive their paychecks in a timely manner. If you live in SC and do not have a bank account please reach out to the HR Department.
Final Check
All final pay checks will be direct deposited to the account on file based on the pay schedule. All final wages will be paid in adherence with Federal and State laws.
Deductions will be made from final check(s) for full amount owed if uniforms are not returned, there have been unauthorized purchases to company accounts, or any other financial agreements made and in accordance with the Authorization to Deduct Final Wages Policy that you signed during onboarding.
Wage Increases and Decreases
We have some phenomenal employees at this company! We want to reward hard work and service and we do this in a variety of ways like benefits, tenure incentives, bonuses, and pay increases.
Wage adjustments can be made at any time at the sole discretion of the company. The decision to increase your pay and the amount that it is increased by can depend on several factors including the department or location in which you work, your performance, and if you have received a promotion. Often increases come with satisfactory performance reviews however this is not always the case, sometimes they come with no review. Decreases in pay do not occur often, but they can for a variety of reasons including demotions. Should your wages be reduced for any reason, it will be done in the manner outlined by the law of the state in which you work.
Classified
The classification assigned to you may be changed at any time at the company’s discretion. Employees are classified into certain groups like full time, part time, regular, temporary, exempt, non-exempt, hourly, or salaried. The job offer letter that you received and signed would have stated which group you were in when you were hired, for example it may have said “Regular Full Time Non-Exempt”. Sometimes there is confusion about salary pay, hourly pay and who is eligible for overtime. Here is an explanation of the groups that Capstone uses:
Regular–This is the opposite of a temporary employee and just means that your employment does not have a previously assigned end date as a temporary employee would have. All employees at Capstone are considered regular.
Part-Time–Employees who work fewer than 30 hours in a work week are considered Part-Time. These employees may also have varied schedules or may work on an as needed basis. Part-Time employees do not qualify for the same benefits as Full-Time employees do. Part-Time employees are also considered as Regular employees provided their job assignment does not have an end date.
Full-Time–Employees who work 30 or more hours in a work week are considered Full-Time. Full-Time employees usually have a set schedule however we do have some Full-Time employees who work a varied or rotating schedule such as ½ day during the week and on Saturdays.
Hourly–Most of our employees are paid at an hourly rate. If you are an hourly employee your pay will vary based on the number of hours that you have worked during that work week.
Salary–Salaried employees are paid a predetermined amount during each pay period that is based on a yearly amount divided by the number of paydays per year. Salaried employees can have their pay docked in full day increments.
- Does this mean that salaried employees are paid even if they do not work? No it does not.
- Are salaried employees eligible for overtime pay? Not if they are exempt.
- Can a salaried employee’s wages be docked? Yes, for disciplinary suspensions, and personal or sick leave in accordance with company policy.
- Are salaried workers allowed to come and go as they please? Absolutely not, salaried workers are subject to the same attendance standards as hourly workers.
Deductions from pay will be made for absences of one or more full days related to sickness, disability, work-related accidents and personal reasons after PTO or sick time have been exhausted or before the employee qualifies for those leave allowances.
Exempt–Exempt employees are not eligible to receive over-time pay. If you are an exempt employee you are still required to record your time by clocking in and out, work an assigned schedule and you may be required to “make up” time lost due to absences. The Fair Labor Standards Act does not restrict mandatory overtime.
Non-Exempt–These employees are eligible to receive over-time pay.
Deductions and Garnishments
Payroll deductions, something everyone has, and nobody wants. There are two types of deductions: mandatory and voluntary. Mandatory deductions include taxes and garnishments. Voluntary deductions would include things like 401K, medical benefits, or deductions associated with a Lease Addendum. You give permission for voluntary deductions, for things like benefits when you sign up for these during open enrollment or onboarding. Other voluntary deductions like Lease Addendums require signed authorization forms and will come from the HR Department.
Our HR Department handles all payroll deductions, but it is your responsibility to make sure what is being deducted from your check is accurate. Should you have any questions just reach out and we will be happy to help you.
We do not have any control over court ordered garnishments. The ordering agency should notify you of a garnishment judgement prior to notifying us. If you have not received a notification and notice a garnishment being deducted from your check, please contact the HR Department.