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Supervisor's Resources

Classified Staff:

Employees may be temporarily assigned higher level duties.  Typically, a temporary assignment is six (6) months or less.

Additional compensation is typically 5% higher than the employee’s base wage. See the Collective Bargaining Agreements for more information.

If this is a permanent reassignment, it is best to start the position reallocation process.  Click here for more information.

How do I request higher level duty pay?

Before assigning higher level duties to an employee, supervisors must provide Human Resources with the following information:

  • Current job description
  • Length of request
  • The temporary duties to be assigned
  • The percentage of time per day that these duties will be performed

This information can be emailed to Human Resources at hr.classified@wwu.edu.

Human Resources reviews the information and will determine whether the duties to be assigned qualify for higher level duty pay according to the Collective Bargaining Agreements.

If Human Resources approves higher level duty pay, a Higher Level Duty Pay Authorization form must be completed every pay period and submitted by the payroll approval date.

Professional Staff:

The request process for Classified Staff does not apply to Professional Staff.

To request higher level duty pay (Interim Appointments) for Professional Staff, contact HR.

Classified employees:

  • Time sheets must be submitted by either the employee or the department each pay period for all paid or unpaid leave.
  • If on leave without pay for more than 10 days per month, no vacation or sick pay accruals will be credited for that month, including if absent due to a workers comp injury.
  • Holidays are not paid unless in full pay status the day prior to the holiday. The following are exceptions:
    • Cyclic employees – a cyclic employee must be in pay status previously in the same month to qualify for holiday pay.
    • Alternate workweek employees – their last regularly scheduled workday must be in full pay status.
  • If eligible to receive shared leave donations and accrued leave is exhausted, enter Sick Leave not Leave Without Pay on the time sheet. It will automatically use the shared leave bank of hours when payroll is run.
  • Vacation and sick leave taken is deducted and reflected on the paycheck received during the following pay period:
    • Leave taken during 1st – 15th of the month will be deducted and reflected on the paycheck received on the 25th of the month.
    • Leave taken during 16th – 31st  of the month will be deducted and reflected on the paycheck received on the 10th of the following month.
  • Seniority is adjusted for each day of leave without pay.
  • Vacation and sick leave is accrued and reflected on the paycheck distributed on 10th of the month.

Professional Staff employees:

  • Time sheets must be submitted by either the employee or the department each pay period for all paid or unpaid leave.
  • If on leave without pay for more than 10 days per month, no vacation or sick pay accruals will be credited for that month, including if absent due to a workers comp injury.
  • Holidays are not paid unless in full pay status the day prior to the holiday. The following are exceptions:
    • Cyclic employees – a cyclic employee must be in pay status previously in the same month to qualify for holiday pay.
    • Alternate workweek employees – their last regularly scheduled workday must be in full pay status.
    • Professional staff whose positions are FLSA exempt from overtime (Group 2).
  • If eligible to receive shared leave donations and accrued leave is exhausted, enter Sick Leave not Leave Without Pay on the timesheet. It will automatically use the shared leave bank of hours when payroll is run.
  • Vacation and sick leave taken is deducted and reflected on the paycheck received during the following pay period:
    • Leave taken during 1st – 15th of the month will be deducted and reflected on the paycheck received on the 25th of the month.
    • Leave taken during 16th – 31st  of the month will be deducted and reflected on the paycheck received on the 10th of the following month.
  • Vacation and sick leave is accrued and reflected on the paycheck distributed on 25th of the month.
  • Partial day absences taken for FMLA purposes need to be reported on timesheets; additionally, time taken for FMLA purposes must also be tracked and reported to Human Resources.

See the Statement of Accountability for PI/PD responsibilities including hiring and payroll requirements.

Payroll Contacts

Megan Summers

(360) 650-3544Megan Summers, Payroll Administrator

Megan.Summers@wwu.edu

Payroll Administrator

 


  • Oversee daily operations of payroll services
  • Payroll training
  • Leave management
  • Quarter and Year End tax reporting
  • Fringe benefit taxation
  • Vendor payment approval
  • W-2 processing
  • Nonresident Alien taxation

Nathan Bohn

(360) 650-2991Nathan Bohn, Payroll Assistant Photo

Nathan.bohn@wwu.edu

Payroll Assistant

 


  • Primary contact for payroll questions
  • Assist in processing semi-monthly payroll
  • Payroll Approver permissions
  • Direct Deposit Enrollment
  • Leave cash outs
  • Reporting, reconciliation and payment for various payroll deduction vendors
  • Emergency paycheck requests and check reissues
  • Garnishment calculations
  • Process timesheet adjustments
  • Executive Officer leave

Ben Harvey

(360) 650-3936Ben

Ben.Harvey@wwu.edu

Payroll Fiscal Analyst

 


  • Higher Level Duty Forms 
  • State health insurance deductions
  • State retirement deductions