Amended date: 12/01/2018
The University recognizes the need for work/life balance, and as such, provides a generous vacation time award for all employees who meet benefit eligibility. These banked accruals can be used throughout the year, which allows paid time off for rest, relaxation and rejuvenation.
Exempt employees are paid semi-monthly on the fifteenth (15th) and thirtieth (30th) day of each month.
As required by law, the University withholds federal and state income taxes from an employee’s earnings. Tax deduction amounts are determined by the exemption schedule filed by each employee on the W-4 form. In addition, the University will make authorized deductions for health/life insurance premiums, parking fees, credit union, etc.
It is the University’s policy and practice to accurately compensate employees for all hours worked and to do so in compliance with all applicable state and federal laws, including the Fair Labor Standards Act (“FLSA”). The University will only make deductions from the wages of its exempt employees as permitted by law.
As such, all University managers are prohibited from making improper deductions from the salaries of exempt employees. Exempt employees are those employed in a bona fide executive, administrative, or professional capacity as defined under the FLSA, and who are exempt from the FLSA’s overtime pay requirements.
Despite the University’s best efforts to prevent improper deductions, it is possible that mistakes may be made. Any employee who believes that a deduction was improperly taken from his or her paycheck or that his or her pay does not accurately reflect all hours worked during the pay period should immediately report this concern to Tufts Support Services. The University will promptly investigate reports of improper deductions and inaccurate pay. If it is determined that a deduction was improperly taken or that a mistake was inadvertently made, the University will take appropriate corrective action. Employees may file complaints or raise concerns regarding deductions from wages without fear of retaliation.
The University is committed to preventing improper deductions and inadvertent pay errors. Managers and supervisors who are uncertain whether a deduction is proper should seek guidance from Human Resources before making or ordering the deduction. Managers and supervisors who knowingly make or authorize improper deductions are subject to disciplinary action, up to and including termination.
Employees are defined by the Fair Labor Standards Act (FLSA) as either eligible to be paid for all hours worked and for overtime pay after 40 hours per week of work and are weekly paid OR exempt from hourly pay and overtime, therefore “salaried” and paid twice per month. Human Resources’ Compensation group is responsible for compliance to FLSA designation.
Staff: any benefits-eligible employee who has standard hours of 17.5 hours/week or more and is not otherwise covered by a collective bargaining agreement. Postdoctoral scholars’ hiring practices are outlined in the postdoc handbook. Faculty should refer to the by-laws of their primary school affiliation for guidance.
Related Links and Resources:
Postdoctoral Scholars’ Handbook: https://viceprovost.tufts.edu/postdoc/handbook/
This Exempt Employees policy is part of the HR Employee Policies and Procedures that can be found here.
Disclaimer: Changes to this policy and the handbook in which it is maintained may be made at any time, at the sole discretion of the University and is not a contract. Employment by the University is at will and either the employee or the University may end the employment relationship at any time.