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Payroll Transition FAQ

Common Questions About the Payroll Transition

Find answers to your questions about pay, time tracking, work schedules, benefits, leave accrual, and other biweekly pay related topics.

If you have a question and don’t see the answer here, use our Payroll Transition Feedback Form to ask us.  

Questions and answers associated with the Time and Time Off Apps do not apply to the Oregon Department of Transportation, Oregon Department of Aviation, and parts of the Oregon State Hospital and the Department of Corrections that do not use Workday Time Tracking. 

Table of Contents 

1. Pay
1.1 Paydays and Pay Frequency
1.2 Accuracy
1.3 Allowances and Differentials
1.4 Amount
1.5 Hourly Pay for Overtime Eligible Employees
1.6 Overtime, Straight Time, Differentials and Pay Calculations
1.7 Payroll Processing
1.8 Payment Elections 
4.1 Time Tracking
5.1 One-time $1700 Transition Payment 
5.2 Transition Leave Cash-Out
5.3 General Support and Resources
6.1 Work Weeks
6.2 Work Schedules


1.Pay

1.1.1 Why are state employees moving to biweekly pay?

The change will reduce payroll errors, and make pay clear, accurate and predictable. These changes will also help the state remain compliant with state and federal laws. 

Last Updated: 9/14/2026 

1.1.2 When will I get my first biweekly pay?
The change to biweekly payroll begins by July 1, 2027. You will be paid on July 16, 2027, for hours reported worked July 1-3, 2027. You will receive your first full biweekly pay on July 30, 2027, for hours reported worked for the July 4-17, 2027 pay period. The payroll transition calendar​ shows all paydays for 2027. 

Last Updated: 9/14/2026

1.1.3 What does biweekly pay mean?

Biweekly pay means you are paid every two weeks on a regularly scheduled payday, typically with 26 paydays per year. The payroll transition calendar​ shows all paydays for 2027. The biweekly pay cycle calendar shows how a biweekly pay cycle will work for payroll processing, including time entry deadlines.

Last Updated: 9/14/2026​

1.1.4 When are my paydays?

​You will be paid every other Friday unless the payday falls on a Federal or banking holiday. In the event of a Federal or banking holiday on payday, employees will be paid on the last working day prior to the holiday. 

The payroll transition calendar​ shows all paydays for 2027. 

Provisions governing holiday observation and pay can be found in State HR Policy 60.010.01 Holiday Leave with Pay or your collective bargaining agreement. 

Last Updated: 9/14/2026

1.1.5 Will the day of the week we are paid remain the same throughout the year?

Yes. Payday will be every other Friday starting July 16, 2027. 

Last Updated: 9/14/2026​

1.1.6 Will paydays fall on consistent dates each month?

No. Biweekly pay happens every 14 days, paydays move slightly throughout the calendar year. The payroll transition calendar​ shows all paydays for 2027. ​

Last Updated: 9/14/2026

1.1.7 Will all years have 26 biweekly paydays?

​No. A biweekly schedule is fixed to a 14-day cycle. Because a calendar year is slightly longer than 26 biweekly cycles, there is one extra day at the end of the year and two extra days in a leap year.  

Over time, those days add up and periodically cause one additional payday inside a single calendar year. This will increase employees’ annual wages for that year. A calendar year will have 27 biweekly paydays about every 11 years, with occasional 12-year intervals depending on calendar alignment. 

The state will keep the biweekly pay amount constant. In years with 27 paydays, employees will receive more than the stated annual compensation amount.  

The first year state employees will experience 27 paydays is in 2036. 

Last Updated: 9/14/2026

1.1.8 When is the last monthly payday before switching to biweekly pay?

The last monthly payday is July 1, 2027 for time worked in June. ​

Last Updated: 9/14/2026   

1.1.9 Will I still get my normal monthly pay for June before switching to biweekly pay?

Yes. You will receive your final monthly pay for June on July 1, 2027 before moving to the new biweekly pay cycle. The first biweekly pay date is July 16, 2027 and is for work performed July 1 – 3, 2027. 

Last Updated: 9/14/2026   ​

1.1.10 Will all agencies transition at the same time?

Yes. All state agencies in the Executive Branch, Legislative Branch, and Judicial Branch using Workday Payroll will transition to biweekly pay by July 1, 2027. ​

Last Updated: 9/14/2026

1.2.1 What actions are being taken to avoid errors during the transition?

The Workday Oregon team is applying lessons learned from prior Workday system updates and has a thorough test plan for the system to maximize accuracy and minimize risk. 

We want to make sure the project is focused on quality, so we have also hired an outside independent quality management team. That team is reviewing all of our major project work and the work our vendors are doing and providing feedback, which we are incorporating into our efforts. You can read their regular reports on the Payroll Transition Resources webpage​ under Independent Quality Management Services (IQMS) Project Status Reports.

Last Updated: 9/14/2026

1.2.2 Will the payroll transition include system testing or trial calculations?

Yes. The project includes a testing period of ten months to ensure the system is functioning as intended, meets business requirements and is ready for use. Testing includes unit testing, end-to-end testing, agency testing, payroll compare testing, and pre-production testing.

During agency testing, volunteers from agencies will test everyday tasks in the new biweekly Workday system. This ensures the system works properly and meets agency needs. ​

Last Updated: 9/14/2026

1.2.3 What safeguards will be in place to ensure payroll accuracy?

Because state payroll includes many different employee groups, pay rules and work situations, safeguards are being built into the payroll transition well before implementation. Testing began June 2026, a year in advance, and includes system and process testing, and end-user testing. It also includes repeated comparisons of payroll results to confirm employees are being paid correctly across different scenarios with issues resolved and retested before implementation.  

We are working directly with Workday, Inc., our system provider, to validate configuration decisions and provide technical guidance throughout the transition. 

Last Updated: 9/14/2026

1.3.1 What is an allowance?

​An allowance is a compensation action adding extra pay to your base salary for special assignments, skills, qualifications, and credentials for enhanced duties. Allowances are removed when your special assignment ends, or skill, qualifications, and credentials for enhanced duties are no longer required.

There are three types of allowances: 

  • Fixed Amount Allowances
  • Variable Amount Allowances 
  • Percentage Based Allowances 
Fixed amount allowances do not vary based on other compensation factors, for example Acute Care Differential – Amount Allowance, assigned a flat $25 per month.  

Variable amount allowances vary based on other compensation factors, for example Work Out of Class (WOC) – Amount. Amount assigned is the difference between the employee’s base pay and higher classification’s salary range.  

Percentage-based allowances are based on a specified percentage of the assigned base pay, for example bilingual differentials, five percent of assigned base pay. 


See the Workday – Terminology Crosswalk​ in Workday for more information about terms.  

Last Updated: 9/14/2026

1.3.2 How will allowances be paid in biweekly pay?

Allowances will be assigned to workers’ compensation based on a biweekly frequency to match the pay period, including fixed dollar, variable dollar, and percentage-based allowances. Allowances are wages or earnings and go toward the Fair Labor Standards Act (FLSA) rate of pay for overtime calculation purposes. In payroll, an hourly allowance rate would be applied to the total biweekly timesheet hours for hourly employees and to the total biweekly average hours for salary employees. Both hourly employees and salary employees would be paid their allowance with each biweekly payday. 

Last Updated: 9/14/2026​

1.3.3 What is a differential?

A differential is extra pay added to an employee’s base compensation for special conditions or responsibilities, such as night shifts, weekends, or on call work. Depending on the specific differential, the pay is added by entering a specific time code or it will calculate based off of your hours of work. A differential is a time-tracking action, not a compensation allowance.​

DAS publishes a full list of all differentials​. 

See the Workday – Terminology Crosswalk in Workday for more information about terms.  

Last Updated: 9/14/2026

1.3.4 How will differentials be paid in biweekly pay?

​How differentials are paid will not change in biweekly pay.  

See the help article for Employee Time Entry Overview​ for more information. 

Last Updated: 9/14/2026 

1.4.1 Will my rate of pay change?

No. Your annual compensation will remain the same.  

Last Updated: 9/14/2026​​

1.4.2 How do I estimate my biweekly pay?

To convert your monthly salary pay to biweekly pay, multiply your monthly pay by 12 months to equal your annual pay. Divide your annual pay by 26 to arrive at your biweekly pay.  ​

For example:

Monthly pay x 12 = annual pay 
Annual pay / 26 = biweekly pay 

See “1.1.7 Will all years have 26 biweekly paydays?”. 

Last Updated: 9/14/2026

1.4.3 How do I estimate my hourly rate of pay?

​To convert your monthly salary pay to an hourly rate of pay, multiply your monthly pay by 12 months to equal your annual pay. Divide your annual pay by 2080 hours to arrive at your hourly rate of pay. 

For example: 

Monthly pay x 12/2080 hours = hourly rate of pay 

Last Updated: 9/14/2026

1.4.4 Will months with three paydays be predictable and published?

Yes. An annual, published payroll calendar will identify which months contain three paydays each year. The payroll transition calendar​ shows all paydays for 2027.

The first month you will have three paydays is December 2027 and the next month with three paydays will be June 2028. 

Last Updated: 9/14/2026

1.4.5 How will this affect my budgeting?

Since you will be paid every two weeks instead of once a month, you may need to adjust how you manage recurring bills and savings. You have access to free financial counseling resources through your Everyday Assistance Program (EAP)​. These services can help you review your budget, adjust payment due dates and create a plan for managing your money under the new pay schedule.  

Last Updated: 9/14/2026​

1.4.6 How will this affect my automatic loan payments?

You should review your payment schedules with your financial institutions to ensure adequate funds on paydays. You have access to free financial counseling resources through your Everyday Assistance Program (EAP)​. These services can help you review your budget, adjust payment due dates and create a plan for managing your money under the new pay schedule.  

Last Updated: 9/14/2026 

1.5.1 If I’m overtime-eligible will I move from salary to hourly pay?

​​Employees eligible for overtime under federal law, Fair Labor Standards Act (FLSA) Non-Exempt employees, who receive a monthly salary will transition to hourly pay.

Employees who are not eligible for overtime under federal law, FLSA Exempt employees, will remain salaried.

Last Updated: 9/14/2026   

1.5.2 How do I know if I am an overtime-eligible employee?

You can find your FLSA exemption status in your Workday profile. This Workday help article explains how: Find Overtime Eligibility Status and Why It Matters​. 

If you are classified as non-exempt under the Fair Labor Standards Act (FLSA), you are entitled to overtime pay. The FLSA classifies workers as exempt or non-exempt for the purposes of minimum wage, overtime eligibility and determining whether pay is hourly or salaried. 

  • Exempt workers are not covered by FLSA overtime rules. 
  • Non-exempt workers must be paid at least minimum wage and are eligible for overtime pay. ​

Last Updated: 9/14/2026

1.5.3 What if I’m FLSA Exempt and eligible for overtime under my collective bargaining agreement?

If you are FLSA Exempt and eligible for overtime under your collective bargaining agreement you will remain salaried and will also receive overtime.​

Last Updated: 9/14/2026

1.6.1 How will overtime be calculated?

​Overtime continues to follow applicable employment rules and collective bargaining agreements​. For most employees, overtime is calculated on a weekly basis and paid biweekly.

If you are in a union represented position, refer to your collective bargaining agreement. If you are not in union represented position refer to the statewide human resources policy.

See “1.5.2 How do I know if I am an overtime-eligible employee?”.​

Last Updated: 9/14/2026   

1.6.2 Will employees still be able to take overtime as compensatory time?

Yes, if permitted by your job classification, employer’s policies or collective bargaining agreement. 

Last Updated: 9/14/2026​

​

1.6.3 How will shift differentials or specialty pay work in biweekly paychecks?

See “1.3 Allowances and Differentials”. 

Last Updated: 9/14/2026

1.6.4 Will my overtime and differential pay be paid faster?

Overtime and differential pay will be calculated within each biweekly pay cycle and included in your next payday. ​

Last Updated: 9/14/2026

2. Benefits, Deductions and Withholdings

We will provide details about benefits, deductions and withholdings as soon as more information is available. Some aspects of these topics are still being bargained. Please check back later this fall for updates. If you are a represented employee, refer to your union representative if you have questions about the bargaining process. 

Last Updated: 9/14/2026

3. Leave Accrual Rates

We will provide details about leave accrual rates as soon as more information is available. Some aspects of this topic are still being bargained. Please check back later this fall for updates. If you are a represented employee, refer to your union representative if you have questions about the bargaining process. 

Last Updated: 9/14/2026

4. Time

Questions and answers associated with the Time and Time Off Apps do not apply to the Oregon Department of Transportation, Oregon Department of Aviation, and parts of the Oregon State Hospital and the Department of Corrections that do not use Workday Time Tracking. 

4.1.1 Will employees still enter time in Workday?

Yes. Agencies that currently use Workday for time tracking will continue to do so. Employees must submit time, and managers must approve time by the deadlines assigned to each biweekly pay period or employees pay may be delayed.  

Refer to your organization’s policies and procedures.  

The Oregon Accounting Manual (OAM 45.07.00) recommends weekly time entry and approval.  

The biweekly pay cycle calendar​ shows examples of how a biweekly pay cycle will work for payroll processing, including biweekly time entry and approval deadlines. 

See the Employee Time Entry Overvie​w help article in Workday.

Last Updated: 9/14/2026​

4.1.2 How will time entry work under the new pay cycle?

​Time must be entered, submitted and approved by the deadlines for each biweekly pay period.

Refer to your organization’s policies and procedures.  ​

The Oregon Accounting Manual (OAM 45.07.00)​ recommends weekly time entry and approval.

The biweekly pay cycle calendar​ shows examples of how a biweekly pay cycle will work for payroll processing, including biweekly time entry and approval deadlines.

Last Updated: 9/14/2026

4.1.3 What if Workday is unavailable due to time entry lockouts?

​Workday will continue scheduled time entry lockouts to process payroll. Employees should enter time promptly once the system is available. Managers can enter and submit time on behalf of an employee during the time entry locked period.

The biweekly pay cycle calendar​ shows how a biweekly pay cycle will work for payroll processing.

Last Updated: 9/14/2026

4.1.4 How often should employees enter time?

​Refer to your organization’s policies and procedures.

The Oregon Accounting Manual (OAM 45.07.00)​ recommends weekly time entry and approval. This ensures accuracy, prevents missed hours and minimizes corrections.

To learn more about your resources as an employee around time entry visit the Employee Time Entry Overview help article​ in Workday.

Last Updated: 9/14/2026​

4.1.5 How often should managers approve time?

​Refer to your organization’s policies and procedures.

The Oregon Accounting Manual (OAM 45.07.00)​ recommends weekly time entry and approval. This ensures accuracy, prevents missed hours and minimizes corrections.

The biweekly pay cycle calendar shows examples of how a biweekly pay cycle will work for payroll processing, including biweekly time entry and approval deadlines. 

The Workday Oregon Program publishes a payroll processing calendar each year with key dates for the year.

To learn more about your resources as a manager around time approval visit the My Team's Time and Time Off Overview help article​ in Workday.

Last Updated: 9/14/2026

4.1.6 What happens if time is not entered, entered incorrectly or late?

​You will still be paid. It is the employer’s responsibility to track hours worked and to pay all employees on regular paydays. Employees are responsible for entering and submitting time, managers are responsible for approving time. Managers are also responsible to submit and approve time on behalf of employees timely to ensure employees are paid timely.

For hourly employees, your pay may be delayed if not submitted and approved by your payroll deadlines.

Last Updated: 9/14/2026

5. Payroll Transition Support

5.1 One-time $1700 Transition Payment

Eligible employees will get a one-time $1700 transition payment. We will provide details about the one-time $1700 transition payment as soon as more information is available. Some aspects of this topic are still being bargained. Please check back later this fall for updates. If you are a represented employee, refer to your union representative if you have questions about the bargaining process. 

Last Updated: 9/14/2026 

5.2 Transition Leave Cash-Out

Eligible employees will get an additional 40 hours of paid leave that can be either cashed-out or taken as leave. We will provide details about the additional leave as soon as more information is available. Some aspects of this topic are still being bargained. Please check back later this fall for updates. If you are a represented employee, refer to your union representative if you have questions about the bargaining process. 

Last Updated: 9/14/2026

5.3.1 Will tools be provided to help employees plan financially?

Yes. DAS in collaboration with RISE Partnerships and your Everyday Assistance Program (EAP)​, will provide pay calendars, pay calculators, planning guides, webinars and access to budgeting resources to assist employees.

Last Updated: 9/14/2026

5.3.2 Will financial coaching be available?

​Yes. You have access to free financial counseling resources through your Everyday Assistance Program (EAP)​. These services can help you review your budget, adjust payment due dates and create a plan for managing your money under the new pay schedule.

Last Updated: 9/14/2026

5.3.3 How can employees prepare for changes to monthly bills?

Employees may consider adjusting autopay dates or planning ahead for the shift to biweekly cash flow, as well as review your pay elections and deductions. You have access to free financial counseling resources through your Everyday Assistance Program (EAP)​. These services can help you review your budget, adjust payment due dates and create a plan for managing your money under the new pay schedule.​

Last Updated: 9/14/2026

5.3.4 How will managers support employees during the transition?

​Managers will receive training, communication tools, and timelines to assist employees with time entry and payroll questions. 

Last Updated: 9/14/2026

6. Work Schedules and Work Weeks

6.1.1 What is a work week?

A work week is defined as a regularly recurring period of 168 hours (seven consecutive 24-hour periods). It is a fixed amount of time, meaning it cannot be moved just to avoid paying employees overtime. 

 Under the Fair Labor Standards Act (FLSA), employers must define a fixed, recurring work period, used to calculate minimum wage and overtime compliance, known as an FLSA period. An FLSA period is a fixed, regularly recurring period, typically 168 consecutive hours (7 consecutive 24-hour periods) used to determine minimum wage and overtime compliance. 

Last Updated: 9/14/2026

​6.1.2 Work Schedules

​Yes. All employees will transition to a Sunday to Saturday standardized work week or FLSA period. 

Some employees, such as firefighters, state police, and employees working 9/80 schedules, have unique circumstances. Employees who are members of the Klamath Falls Airport Fire Fighters Association (IAFF KFFA), International Association of Firefighters 1660 (IAFF PANG), and Oregon State Police Officers Association (OSPOA) should refer to their collective bargaining agreements for more information.  

Last Updated: 9/14/2026

6.2.1 What is a work schedule in Workday?

A work schedule is a part of the worker profile in Workday and establishes regular working hours during a determined work week.   

Work schedules can be used to auto-populate time entry information. 

Your work schedule sets the foundation for entering daily time for time tracking purposes. Daily time entry is necessary for Workday to correctly calculate shift differentials and overtime.

This Workday help article answers common questions about work schedules: Work Schedule FAQs​.

Last Updated: 9/14/2026​​

6.2.2 How will rotating or overnight schedules work with biweekly time entry?

Workday Oregon will continue to support rotating or overnight schedules.

Last Updated: 9/14/2026​

6.2.3 How will flexible or alternative schedules be managed?

Workday Oregon will continue to support flexible or alternative schedules.  

Last Updated: 9/14/2026

6.2.4 ​​Will Workday calculate complex schedules correctly?​
Yes. The project’s payroll compare testing will validate payroll calculations and outcomes within Workday prior to the transition. This five-month period of payroll compare testing will provide confidence that payroll calculations will produce expected results following the transition to a biweekly payroll schedule regardless of the complexity of an employee’s work schedule. 

If you have a question and don’t see the answer here, use our Payroll Transition Feedback Form​ to ask us. 

Last Updated: 9/14/2026