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 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. Monthly paid faculty and staff are, by definition, exempt and ineligible for overtime.
Purdue administrative staff classified as management, and 12-month faculty, earn 22 days of vacation each year. Other administrative staff receive 15 days of vacation in the first year and 22 days in each following year. Vacation accrues monthly up to a maximum of 44 days. Vacation can be used after three months of continuous service.
IU 12-month faculty earn one month, or 22 days, of vacation per calendar year. Unused vacation does not accrue and carry forward into subsequent calendar years.
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.
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. You will not be paid for unused sick leave.