Yes. Many organizations have made direct deposit of a pay into a checking or savings account a condition of employment. Why? Experience has shown that there are fewer problems with the timely and accurate delivery of pay when employees are paid by direct deposit. There is no check to get lost, misplaced, or stolen; no need to worry about a paycheck being late due to inclement weather; and no need to make arrangements to pick up a paycheck when sick or on vacation.
The biweekly pay period starts on a Monday and ends two weeks later on a Sunday. The pay date will be the Wednesday ten days after the end of the pay period. If the normal paydate would be a holiday, the pay date will be the last workday prior to the holiday.
The Immigration Reform and Control Act of 1986 imposes penalties on employers who knowingly employ aliens not authorized to work. To aid in enforcement, the law requires employers to verify the employment eligibility of all new employees at the time of hire. Verification of employment is done on the I-9 form and requires proof of both identity and authorization to work.
If you continue to be employed, without any break in service, you need verify your eligibility only once. If you are rehired after a break in service, your verification is less than three years old, and your employment authorization is still valid, your I-9 can be re-verified in Human Resources without any action on your part. If you are rehired after a break in service and your I-9 is more than three years old, or if your employment eligibility status has changed, you must complete the I-9 again.
The Fair Labor Standards Act requires that overtime be paid to certain types of employees; these staff are called "nonexempt". All biweekly paid staff, even those considered administrative, are nonexempt and, therefore, eligible for overtime. By law, overtime must be paid to eligible staff for hours worked in excess of 40 per week. Purdue pays overtime to eligible staff for all paid hours in excess of 40 hours per week, which means that vacation, sick leave, and other paid leaves are included in determining whether overtime should be paid. Purdue no longer pay overtime simply for hours worked in excess of 8 on a single day. Faculty are, by definition, exempt and ineligible for overtime.
The number of hours you accrue each year depends on your years of continuous service to the university and whether you are full- or part-time. New staff earn 10 days of vacation; for full-time staff, this is 80 hours per year, or 3.08 hours per pay period. With each year of service, you will earn an additional day of vacation (a total of 11 days in your 2nd year, 12 in your 3rd year, etc.) until you reach the maximum of 20 days of vacation per year in your 11th year. Unused vacation (up to 320 hours) will carry forward into the next calendar year. You may begin to use your vacation after three months of continuous service.
Full-time staff earn 80 hours of sick leave per year (part-time staff earn a proportional amount). Sick leave can be used for an illness or injury, including pregnancy and pregnancy-related conditions, which prevents you from performing the essential functions of your job; for an appointment with a health care provider that could not be scheduled outside of normal work hours; and for the care of an immediate family member (up to 10 days per year) who is ill or injured. Unused sick leave will carry forward in the next fiscal year.
You will be paid for all of your unused vacation in your final paycheck when you leave the university, regardless of the reason. You may not use vacation to extend your termination date. Unused sick leave will be paid only upon death or if the individual is an official retiree; in these cases, 25% of the first 520 hours, and 100% of all hours in excess of 520 hours, of unused sick leave will be paid.