Payroll & Deductions From Payroll

1. Payroll and Pay Periods: Employees shall be compensated on a bi-weekly basis. All compensable and employee reimbursement shall be made through a payroll correction, paycheck or direct deposit.
2. Payment Error: Errors found in an employee's paycheck are to be brought to the attention of the Payroll department as soon as possible.
3. Wage & Hour Laws: It is Trempealeau County's policy to comply with applicable state and federal wage and hour laws and regulations. If you have any questions or concerns about your salary status or you believe that any deduction has been made from your pay that is inconsistent with your salary status, you should immediately raise the matter with your supervisor who can assist you in understanding the information that is required to investigate the matter.
4. The County is committed to investigating and resolving all complaints as promptly, and as accurately, as possible. Consistent with U.S. Department of Labor's policy, all concerns or complaints will be promptly investigated and resolved within a reasonable time given all facts and circumstances. The County will correct any improper payroll deductions or other payroll practices that do not comply with the FLSA. If an employee believes that an improper payroll practice - such as an improper deduction from an exempt salary - has occurred, he or she may make a complaint to the Human Resources Department. The Human Resources Department will see that the matter is appropriately reviewed; the employee will be reimbursed for the amount of any inappropriate deduction taken.
   
   Deductions from Salaried Employees: It is the policy of the County to fully comply with the FLSA and applicable state law relating to deductions from salaries of exempt employees. It is further the policy of the County to promptly investigate and correct any improper payroll deductions or other payroll practices that do not comply with the FLSA. If an employee believes that an improper payroll practice - such as an improper deduction from an exempt salary - has occurred, he or she may make a complaint to the County Clerk's office. The County Clerk's office will see that the matter is appropriately reviewed; the employee will be reimbursed for the amount of any inappropriate deduction taken.
5. TOTAL BASE WAGE & OTHER FORMS OF COMPENSATION: Trempealeau County is prohibited from engaging in collective bargaining with general municipal employees on any form of compensation except for total base wages. Premium pay, merit pay, automatic pay progressions and any other forms of supplemental compensation may be considered, but not bargained, by the County.
   
   The County may bargain with units comprised exclusively of public safety employees, as defined by statute, on most terms or conditions of employment, including any form of compensation. Public safety employees may not bargain on the design and selection of health care coverage plans or the WRS required contributions for new hires.
6. OVERTIME: Non-exempt employees shall receive time and one-half (1½) compensation for all work performed in excess of forty (40) hours within a week. Time paid for sick leave, vacation, and holidays shall not be treated as if worked for overtime computation. Overtime work must be pre-approved by the Department Head or his/her designee. Overtime pay shall be paid in the pay period in which the overtime was earned.
7. COMPENSATORY TIME: Overtime work may be compensated by compensatory time off at the rate of one and one half (1½) hours for each overtime hour worked, by request of the employee and as mutually agreed upon between the employee and the Department Head or his/her designee. Use of compensatory time must be pre-approved by the Department Head or his/her designee.
   
   Employees shall not take more than forty (40) hours of compensatory time off at any one time during the course of the year and department work rules may specify timelines in which comp time is to be used by. All compensatory time claimed by non-exempt employees shall be reported on the bi-weekly time report forms submitted to the County Clerk's office.
   
   Exempt employees are responsible for accomplishing the duties assigned to them and may be required to attend regular and special meetings and events outside their normal work hours. In return for these services, these employees may take time off when the workload of their office permits. At the time of termination, no compensatory time shall be paid out to an exempt employee.