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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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What are the disadvantages of biweekly pay?

One disadvantage of biweekly pay is that employees may have difficulty budgeting their finances, as they receive paychecks less frequently than with weekly pay. Biweekly pay can also result in two months of the year in which employees receive three paychecks instead of two, which can impact budgeting and planning.

What is biweekly pay?

Biweekly pay is a pay schedule in which employees are paid every two weeks, usually on a designated day of the week. This is also known as fortnightly pay.

How is biweekly pay different from other pay schedules?

Biweekly pay is different from weekly pay, in which employees are paid every week, and monthly pay, in which employees are paid once a month. Biweekly pay results in 26 pay periods per year, as opposed to 52 for weekly pay and 12 for monthly pay.

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What are the advantages of biweekly pay?

One advantage of biweekly pay is that it allows for better cash flow management, as employees receive paychecks more frequently. Biweekly pay also simplifies payroll processing for 

employers, as it reduces the number of pay runs they need to process each year.

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What are the disadvantages of biweekly pay?

One disadvantage of biweekly pay is that employees may have difficulty budgeting their finances, as they receive paychecks less frequently than with weekly pay. Biweekly pay can also result in two months of the year in which employees receive three paychecks instead of two, which can impact budgeting and planning.

Is biweekly pay common?

Yes, biweekly pay is a common pay schedule in many industries, including retail, hospitality, and healthcare.

How is biweekly pay calculated?

Biweekly pay is calculated by taking an employee's annual salary or hourly rate and dividing it by 26, which is the number of pay periods per year.

Are taxes and other deductions taken out of biweekly paychecks?

Yes, taxes and other deductions, such as social security and Medicare contributions, are taken out of biweekly paychecks in accordance with applicable laws and regulations.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.

eNPS:

eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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