Pay Procedures

PIC’S standard pay periods are approximately two weeks long.  Employees are paid, on the 15^th and last working day of each month for a total of 24 pay periods during a year.  Standard weeks begin at 12:00 a.m. on Sunday and ends at 11:59 p.m. the following Saturday for all employees 

In the event a PIC holiday or other scheduled PIC closing interferes with the standard pay date, the pay date will be the last working day prior to the holiday or scheduled PIC closing.

Employees will have their paychecks directly deposited into their bank account.  The initial paychecks may be a paper check if routing information is not available prior to preparing for the pay day.  Checks will be made available to employees who choose to pick them up on paydays at the PIC finance office, 161 Klevin Street, Anchorage, AK 99508.  Paychecks will be held for up to five working days.  Any paychecks/pay-stubs not distributed within five working days will be mailed to the employees’ last known mailing address.

1. Time Sheets/Records

Employees must maintain records of the time worked.  All employees (Hourly/salary, exempt/non-exempt) are required to submit their recorded time worked within 48 hours following each time period (15^th and the last day of each month).  Employees are responsible for accurately recording the dates, times and number of hours worked and timely submittal of time.  The recorded time must be an accurate reflection of time actually worked.  Falsification of a time sheet may be grounds for dismissal.

2. Overtime Pay- Non Exempt Only

From time to time, it may be necessary for an employee to perform scheduled or incidental overtime work.  All overtime must be approved in advance by an employee’s supervisor.  Unauthorized overtime is compensable, but failure to receive pre-authorization may result in disciplinary action.  Non-exempt employees will be paid one and one-half (1-1/2) times their regular rate of pay for any time worked over eight (8) hours in a working day or for any regular hours worked over forty (40) in a workweek.  Overtime will be calculated based on actual hours worked in a 40 hour workweek or 8 hour workday.  Paid time off work, such as vacation, sick, personal, or holiday pay will not be included when calculating overtime.  

Reference 8 AAC 15.100 and AS 23.10.060.

3. Travel Time 

Exempt employees receive the same compensation regardless of any time spent in travel.

Daily Travel

Non-Exempt (hourly) employees are paid for daily travel as listed below.

1. Ordinary home-to-work and work-to-home travel is not paid work time.
2. Employees who travel as part of their work, and complete all travel and related work within the same day, will be paid for all work-related travel time as well as all work time.
3. Time spent by an hourly employee in travel as part of his/her principle activity, such as travel from job site to job site during the workday, will be counted as hours worked regardless of whether the employee has an unpaid meal break between the job sites. 
4. If an hourly employee goes home at the end of workday, then is called back during the same workday to perform emergency or unexpected work, all travel time to and from the unexpected work is paid time.

Overnight Travel

Non-Exempt Employees who travel overnight will be compensated as follows:

1. If the trip is for more than one day the employee will be paid for all travel time that takes place during normal working hours (even if the travel occurs on a day when the employee would normally not be working).
2. Passenger travel outside normal work hours will not be compensated unless the employee is performing some other work (e.g. working on a presentation as flying outside normal hours).
3. If a non-exempt employee is required to work during travel (including driving a vehicle), the employee will be paid for all hours worked.
4. During otherwise compensable travel time, employees are not paid for uninterrupted breaks of at least 30 minutes in length. 
5.  Commuting time--home to work and work to home--is not compensable. 

   4.  Pay Advances

1. Pay advances may be given to an employee at the discretion of the Executive Director under the following conditions:

1) The need for the advance arose because of an emergency (unexpected travel due to death in the family, impending eviction, medical necessity, etc..): and

2) The request is submitted in writing; and

3) The employee executes an authorization to repay PIC for the entire amount advanced through a payroll deduction from the employee’s next pay check; and

4) The amount of the advance does not exceed the amount already earned by, although not yet paid to, the employee.

5. Termination & Severance Pay 

1. PIC does not pay severance pay. When employees leave PIC, they will be paid for actual time worked.  Accrued personal leave will be paid according to state and federal laws, collective bargaining agreements and PIC policy.  Sick leave has not cash value.
2. If at the time of termination of employment at PIC, an employee has used more paid personal leave than was accrued, the pay for that time will be subtracted from the final paycheck in accordance with an authorization executed by the employee at orientation.