Payroll is located at 101 S. Chester Road, Suites 105 and 108 within the Human Resources department. The department's office is open during the normal college working hours.
Non-Exempt Staff: The College pays all non-exempt staff on a bi-weekly basis. Please see this complete list of workweeks and paydays.
Exempt Staff: Exempt Staff and faculty are paid on the 15th of each month for work performed between the 1st and the 30th of that month.
Receiving your Paycheck
As a condition of employment, College employees receive their pay via direct deposit.
To set up Direct Deposit:
Submit a Direct Deposit Authorization Agreement [pdf] to the Payroll Office.
Once set up, you can access your direct deposit information via mySwarthmore.
Deductions from your Paycheck
Swarthmore deducts all appropriate federal, state, and local income taxes. In addition, you may choose to have deductions taken from your paycheck for a number of things, such as health care premiums, retirement contributions, computer loans or Transit Check.
Swarthmore has the right to deduct money from your paycheck for obligations owed to the College or others, such as unpaid fines for Swarthmore traffic violations, returned checks, and legally imposed levies and garnishments made against your salary. If you have any questions about garnishments and levies, contact the Payroll Department.
You should review each paycheck or deposit notice. If you believe there is an error, or if you have a question about your pay or deductions, bring it to the department's attention immediately.
Your department is required by the Federal Fair Labor Standards Act (FLSA) to keep accurate records of and pay you for the time you actually work. If at any time you believe your paycheck does not correctly reflect the time you worked and reported, let your supervisor know immediately.
Non exempt hourly staff are paid 1-½ times their regular rate of pay for all hours worked over 40 in a work week. Hours worked include holiday, vacation sick and comp time.
Exempt staff are paid on a salaried basis and do not receive additional pay for hours worked beyond 40 in a work week.
Compensatory ("Comp") Time
Non exempt hourly staff required to work extra hours on a given workday may be allowed or required by their supervisor to take an equal number of hours off within the same work week. Comp time that is in lieu of pay over 40 hours may not be carried forward to future pay periods. To do so is a violation of the Federal Wage and Hour law. All hours worked by non exempt staff over 40 in a workweek is paid as overtime.
Hours beyond 35, but not exceeding 40, can be paid at straight time rates or converted to comp time. This comp time earned between 35 and 40 hours may be used in the same pay period or carried forward to the next pay period.
Exempt staff are not eligible to receive comp time.