Questions About Your Pay
If you have a payroll-related question, refer to this matrix to determine the appropriate contact point (i.e., the Kelly Employee Service Center, the Kelly IT Service Desk, CCC Verify, or your Kelly Representative).
Calculation of Overtime and Regular Rate Overtime Adjustment
Unless specifically exempted, an employee covered by the Fair Labor Standards Act (FLSA) must receive overtime pay for hours worked in excess of 40 in a workweek (or as otherwise legally required by state-specific law) at a rate not less than one and one-half times their regular rate of pay. Generally, the regular rate is determined by adding together all payments made by the employer to or on behalf of the employee (except for specific statutory exclusions) divided by the total number of hours the employee worked that week. Learn more.
Contact the Kelly Employee Service Center at 866.KELLY4U (535.5948) or complete the Employee Service Center contact form.
Use the Federal Salary Paycheck Calculator to calculate your net pay or take-home pay by following the instructions on the calculator page.
Federal Form W-4
Labor Law Poster Map
Click the link below to access a North American map of Labor Law postings. Select the appropriate state or province to view all corresponding labor law postings.
Understanding Garnishments FAQs
You can access the Garnishment FAQs on Kelly Web Time. This form provides critical information regarding wage garnishments and will help you understand the fee amounts and the service process.
Payroll Personal Information Release Form
Service Bonus and Holiday Plan
PLEASE NOTE: Excluded from the Kelly Holiday Plan are employees of Kelly Education, Kelly OCG-BPS, Payroll Services without Benefits, Federal Government assignments, and exempt from assignments paid on a salary basis.
Additionally, assignments offering holiday benefits different from the Kelly Holiday Plan described in the link below are excluded.
PLEASE NOTE: Excluded from the Kelly Service Bonus Plan are employees of Kelly Education, Kelly Connect, Kelly OCG-BPS, Payroll Services without Benefits, Federal Government assignments, and assignments offering specific paid time off plans.
- The standard payroll payment date is Friday. However, in the event the actual legal holiday falls on a Friday, the payment date will be adjusted accordingly.
- For more information about the Service Bonus and Holiday Plans, please read the information below.
If you have questions about the Holiday and Service Bonus Plans, please contact 866.KELLY4U (535.5948).
Employment and Income Verification
Whether applying for housing or getting a new job, as an employee, you have access to Experian Verify (formerly Corporate Cost Control) who offers an automated solution to help with proof of employment/income for your verification needs and the ability to access your personal information.
When asked to provide employment or income verification for a lending institution, property manager, or other business, please have the verifier log in to Experian's portal, with instant access to your employment and/or income verification.
All requests for employment verifications, need to be requested directly through Experian Verify. All commercial verifiers and government entities may access www.experianverify.com Social Services and Government entities may be eligible to receive these reports at no cost. Employees now have access to unlimited reports for free!
If you have any questions while using the site or if you do not have access to a computer, contact www.experianverify.com or (404)-382-5400 and email email@example.com.
All current data, 2018 to present, is available on the Experian site.
Any issues, reach out to firstname.lastname@example.org
Kelly Payroll Overpayments
Kelly Services is pleased to offer employees a secured method to make electronic credit card payments for payroll overpayments.
What is an Overpayment?
“Overpayment” is defined as compensation paid to an employee in excess of the amount owed for a given period.
“Repayment” is the process by which an employee or former employee returns the excess funds to Kelly Services.
Employees are expected to review their salary payments each pay period for accuracy and promptly report any discrepancies to their supervisor or local Kelly representative.
Departmental Representatives manage financial and related resources, including monitoring salary matters for their respective departments. To that end, Department Representatives are expected to review their key control & audit reports to assist in reconciling and verifying payments.
Because overpayments can result from numerous origins, there must be a shared responsibility between the employee, Departmental Representative, Human Resources, and Payroll Services to identify and correct the source of the error and then recover the overpayment in a timely manner.
If you have received a letter from Temp Payroll Compliance regarding your overpayment and would like to pay now, please pay the NET amount due.
Take note of the following instructions, and use the button below to make your payment.
You will need the 10-digit Peoplesoft ID (i.e., PS ID 40xxxxxxxx) number that appears on your paycheck and will refer to the correspondence from Payroll to complete this process. A payment confirmation email will be sent to you promptly based on the email address provided in the payment section.
For questions about this process or the overpayment amount, contact the Employee Field Service Center at 866.KELLY4U (535.5948) Monday – Friday, 8 am to 8 pm ET.
Submitting Business & Travel Expenses
Direct Deposit of Expenses
If you have questions about expenses or direct deposit of your expenses, please call the Employee Field Service Center at 1.866.KELLY4U.
If you need to submit reimbursement expenses (such as travel, mileage, postage, or supplies), contact the Employee Field Service Center.
Travel and Expense Policy - Refer to this policy for the standard expense reporting procedures.
Business Travel Guide
Temporary Employee Business Travel Guide - Refer to this two-pager for guidelines on customer-requested business travel, including detail on making travel arrangements, safety and security information, and related FAQs.
Paid Sick/Safe Time
Kelly employees eligible for paid sick/safe time can request payment for their missed scheduled work time by contacting and informing their Kelly representative of the desire to use such earned time. It is important to note that sick/safe time payment is subject to each plan’s permitted uses and each employee’s available time balance. Employees can:
- Submit requests to their Kelly representative by phone or in writing, and
- Make requests at the same time as reporting an absence or as soon as possible after that.
Each paid sick/safe time law is different and has its own requirements for when and how the time can be used. Employees should refer to Policies and select the appropriate notice or poster to understand their rights while working in a paid sick/safe leave jurisdiction.
Please contact the Employee Service Center at 866.KELLY4U (535.5948) if you have any questions.
Kelly offers software and PC support for your Windows®--based PC while you are on assignment with Kelly. This support includes integrating and using various software products and services (e.g., Microsoft products, Kelly Web Time, the Kelly Learning Center, etc.).
If you have a question or need support, call our qualified IT Service Desk Analysts toll-free at 800.KELLY28 (535.5928) M-F from 7:00 a.m. – 8:00 p.m. Eastern Time.
How Calculation of Overtime Works
Calculation of Overtime and Regular Rate Overtime Adjustment
If an employee is paid solely based on a single hourly* rate and receives no other compensation, the hourly rate is the regular pay rate. Therefore, overtime pay is calculated at one and one-half times the hourly rate for all hours worked over 40 in a workweek (or as required by state law).
When an employee works at two or more hourly rates in the same workweek and receives no other compensation or works an assignment with OT and receives a bonus payment during the same week, the regular rate for that workweek is generally the weighted average of the two or more hourly rates and/or any bonus payment. That is, the earnings for all such rates are added together, and this total is then divided by the total number of hours worked at all jobs.
Note: *Employees that are paid other than hourly, call the Employee Service Center for more information.
Not all bonuses are included in the regular rate calculation. Bonuses are either discretionary or non-discretionary:
- A discretionary bonus is one in which both the fact that a bonus is to be paid and the amount of the bonus is determined at the sole discretion of the employer (Kelly Services) at the end, or near the end, of the period. In addition, a discretionary bonus is one in which the bonus payment is not made according to any prior contract or agreement of promise causing the employee to expect such payments regularly, and the employee has no contract right, express or implied, to a bonus of any amount. The amount of a discretionary bonus is not included in the regular rate calculation.
- Non-discretionary bonus is one in which the bonus payment is announced to the employee. They are awarded to encourage employee productivity, efficiency, attendance, or retention. The bonus is expected by the employee, and they have been given advance notice of the bonus program and the specific requirements needed in order to qualify for it. The amount of a non-discretionary bonus payment is included in the regular rate calculation.
When a non-discretionary bonus or commission payment covers a period of time longer than a workweek, it must be allocated back pro rata over the work weeks of the period during which it was earned. The employee must then receive additional overtime pay for each workweek in which overtime was worked during the period. This is done on a workweek basis by dividing the bonus amount allocated to a particular workweek by the number of hours worked in that workweek to get the increase in the employee’s regular rate. One-half of the increase in the regular rate is due to each overtime hour in that week. These overtime adjustments will be shown as “Reg. Rate OT Adj.” on your wage statement. If double-time adjustments are made, they will be shown as “Reg. Rate DT Adj.” on your wage statement.
Bonuses earned over a period of time and require a regular rate adjustment as described above are considered non-standard at Kelly and are only infrequently approved by the Payroll Department. Alternative bonus structures described below are the preferred methods of paying bonuses.
Payments NOT included in the regular rate of pay calculation include Holiday pay, Service Bonuses, any bonus calculated as a percentage of total earnings (including overtime earnings), and discretionary bonuses. Additionally, a bonus system that provides a set monetary amount for each regular (non-overtime) hour worked and one and one-half times this amount for all overtime hours worked during that period is not included in the regular rate of pay calculation.
Overtime Calculation Example: Employee works at two different rates during workweek
Overtime Calculation Example
Employee works at two different rates during workweek
John Doe worked on two assignments for Kelly during one workweek. The first assignment paid $10.00 per hour for the week ending May 15, 2011. The second assignment paid $15.00 per hour for the same week ending May 15, 2011. John worked 25 hours on the first assignment and 20 hours on the second assignment, for a total of 45 hours. How much will he be paid for the week?
If 45 hours were worked
Step 1: Calculate total pay for all hours worked at straight time
$250.00 from $10.00 per hour for 25 hours
$300.00 from $15.00 per hour for 20 hours
$550.00 total pay at straight-time for all hours worked
The example is designed to demonstrate how overtime is impacted if an employee is working two assignments with different rates
Step 2: Calculate regular rate of pay
Generally, the regular rate includes all payments made by the employer to or on behalf of the employee (except for certain statutory exclusions). The regular rate is determined by adding together the employee’s pay for the workweek and all other earnings and dividing the total by the number of hours the employee worked in that week.
$550.00 straight-time earnings divided by 45 hours worked= $12.22 per hour.
$12.22 regular rate of pay includes:
25 hrs x $10.00 = $250.00
20 hrs x $15.00 = $300.00
Total straight time earnings = $550.00
Step 3: Calculate the overtime premium pay
The straight-time earnings have already been calculated for all hours worked, so the additional amount to be calculated is for each overtime or double-time hour worked.
5 OT hrs x .5 OT premium x $12.22 regular rate = $30.55
Step 4: Add the straight-time earnings and the additional half-time pay
$550.00 straight-time earnings
$30.55 additional half-time earnings
$580.55 total straight-time earnings and overtime pay for the week ending 5/15/2011
Wage Statement Example
Hours and Earnings
|W / E Date
|Branch / Reference Number
|Hours / Units
|Reg. Rate OT Adj.