Additional Compensation for Exempt Staff

Occasionally full-time exempt staff may be asked or chose to serve in a capacity outside their normal work.  Examples might include but are not limited to teaching a winter study class, presenting workshops or performances, consulting, or performing duties for another department.  Normally these assignments are considered part of exempt… Continue reading »

Breaks and Meal Periods

Employees should check with their supervisor for the specific meal and break periods in their department. In general meal periods vary in duration according to the needs of the department and the job schedule. Break periods may be formal (usually of 15 minutes duration) once or twice in a 7-8… Continue reading »

Direct Deposit

Employees may have their net pay deposited automatically each payday into a single or multiple accounts in the same or different financial institutions: By amount or percentage To checking or savings accounts With any remaining amount as a check payable to the employee Direct deposit instructions are available at … Continue reading »

Enrollment for Payroll

To be paid a newly hired employee must complete a federal I-9 form, W-4 and M-4 forms for federal and state income tax, and provide the college with his or her Social Security number.  Details for completing these will be provided at New Employee Orientation or can be found at… Continue reading »

Hours and Schedules

The standard workweek hours and schedules for full time employees vary from department to department and are based on the need of any particular department to provide support services to the campus. Within and around these schedules and dependent upon the needs of the department, employees may be required to… Continue reading »

Jury Duty

The College encourages employees to fulfill their civic responsibilities by serving on jury duty when required. Employees are expected to keep their supervisor apprised of their status and are expected to report to work whenever the court schedule permits. The College provides full pay during jury duty. Continue reading »


Williams conforms to all terms of the Fair Labor Standards Act (FLSA). This includes the payment of minimum wage and overtime pay. These laws and guidelines establish the criteria for determining which positions are salaried (exempt) and which are hourly (non-exempt). Those positions deemed to be hourly must be paid… Continue reading »

Pay Periods and Calendars

Pay Periods The payroll week is from Sunday morning at 12:01 a.m. through midnight Saturday. Employees are paid on a bi-weekly basis with paychecks or direct deposit advices issued every other Friday. Faculty and Staff Pay Calendar For administrative staff and faculty, each paycheck covers the two week period ending… Continue reading »

Time Reports

All hourly paid employees are required by law to report and record all hours worked, paid leave used and any unpaid leave time used during a bi-weekly pay period. Time reports are to be submitted to the Payroll Office no later than 10:00 am on the Monday following the end… Continue reading »

Travel Guidelines for Support Staff

Non-exempt or hourly staff who travel on College-related business for longer than one day, are subject to specific federal and state wage and hour regulations that define how the individual must be paid for travel time. Travel time on public transportation that occurs during the employee’s normal work hours is… Continue reading »

Withholdings and Deductions

The College is required to make withholdings from employee pay checks for Social Security, Medicare, federal and state taxes, and any garnishment orders issued by a state or federal government agency or court. The College may also make other deductions as authorized by the employee for benefit contributions, and for… Continue reading »

Workers’ Compensation

All College employees are covered by workers’ compensation insurance. The College is licensed by the Commonwealth of Massachusetts as a self-insurer for workers’ compensation. All employees should immediately report on-the-job injuries to their supervisor and complete the Employee Accident Reporting Form. Supervisors are required to complete the Supervisor’s Accident Investigation… Continue reading »