Descriptions of the College’s compensation policies and benefit programs follow. The amount and availability of certain benefits are governed by law and also by legal documents pertaining to specific benefit plans and not by this Handbook. Additional details on benefits and Summary Plan Descriptions are available on the Office of Human Resources webpage [www.haverford.edu/human-resources/benefits]. The College reserves the right to add to, change, or delete benefit programs.

Salary Policy and Compensation

Haverford follows a “total compensation” policy. This approach means that the College consciously considers the cost of benefits as well as salaries in determining the financial remuneration of its employees.

In establishing salary, the College considers several relevant labor market factors such as compensation of similar positions at institutions of Haverford’s size and quality and geography in an effort to remain competitive.

As a general rule, salaries are reviewed annually, and any changes become effective July 1. Typically, anyone hired on or after March 1 or who has indicated an intention to depart on or before September 30 will not be considered for an annual increase.

The parameters for salary increases are developed each spring as part of the budgeting process. Raises are not automatic; the economic status of the College will affect the amount of salary increases, and annual increases cannot be guaranteed, even for employees who have performed satisfactorily. Whenever possible, the College will attempt to recognize meritorious service when making a salary increase. Senior staff supervisors, the senior vice president for administration and finance, and the President participate in the annual salary increase review process.

Payroll Periods

Payday is the last working day of the month for exempt employees and bi-weekly every other Friday for non-exempt employees. Should either the monthly or the bi-weekly payday fall on a weekend or a holiday, pay will be issued on the last business day before the weekend or holiday.

Payroll Deductions

As an employer, the College is required to make payroll deductions for federal, state, and Philadelphia or other local wage taxes (where applicable); federal Social Security taxes; and other federal, state, or local taxes that provide for payroll deduction. The College also must comply with court orders or other legal processes that stipulate payroll deductions.

The College will deduct the employee’s share of any benefit costs. Employees may authorize additional payroll deductions for supplementary retirement programs, voluntary benefit deductions, United Way contributions, or for other purposes approved by, or provided by, the College.

Garnishments

A garnishment is a legal notice from a court which requires us to withhold a portion of pay and to forward directly to a creditor the amount withheld. Any attachment of wages will be carried out pursuant to applicable federal and/or state laws and only to the extent required by those laws.

Direct Deposit of Paycheck

Employees are highly encouraged to have their paychecks deposited directly to any bank participating in the Automated Clearing House.

All direct deposits may be established through the College Payroll Office. It is imperative to provide correct banking information, such as the bank’s name, routing numbers, and account numbers, and to update the Payroll Office of any account changes. 

Reviewing Paychecks and Procedure for Correction of Problems/Errors

The College makes every effort to pay employees correctly. This includes providing correct gross pay and accurately calculating tax withholdings, garnishments/attachments, voluntary deductions requested by employees, and expense reimbursements, as well as ensuring that exempt employees are paid on a salary basis.

Each employee should check their payslips regularly in Workday. If an employee believes there is a problem or error, they must promptly contact the Payroll Office.

The College will then investigate the matter. If no problem or error is found, the employee will receive an explanation to that effect. Otherwise, the College will take appropriate corrective action (including providing reimbursement for an erroneous underpayment), and will make concerted efforts to ensure correct and proper payment going forward.