Cornell is proud to offer competitive salaries, based on a combination of education, skills, experience, and qualifications as they relate to the position being filled, as well as pay equity and related market data.
Human Resources parters with the Division of Financial Affairs (DFA) Payroll office to manage employees' pay. At Cornell, exempt employees are paid semimonthly; non-exempt employees are paid biweekly.
To access and manage information about your pay, log in to Workday and click on the Pay app. From here you can view recent payslips and manage direct deposit details, withholdings, and your W2.
Tax Deductions & Exemptions
Federal and State laws require that employers withhold taxes from wages and salaries. Most staff are subject to Federal Income Tax, New York State Income tax, and Social Security deductions. Deductions are made by the payroll office on the basis of information furnished by the staff member on the W-4 form. Staff have the responsibility to keep the payroll office advised of changes in tax exemptions, marital status, and home address. Cornell student staff members who are enrolled full-time are exempt from Social Security except when they belong to the New York State Employees' Retirement System. It may be possible for visiting foreign nationals to claim exemption from the Federal Income Tax under terms of the tax treaty with their country of citizenship. Upon request, the payroll office can provide the necessary forms.
Voluntary Payroll Deductions
Staff may voluntarily elect payroll deductions for a variety of services, including the staff benefit programs, parking fees and parking fines, United Way, Alumni gifts, savings bonds, and computer purchases from The Cornell Store.
Overtime, Travel & Expenses
Have questions about compensation for things like overtime, or travel and business expenses? Because policies can vary depending on the classifications above, it’s best to ask your supervisor or HR representative.
Performance Based Pay
For staff employed in positions classified within bands A through I, pay advancement is achieved based on individual performance and pay improvement budgets. Staff who are consistently effective within their positions should be paid within the market range for the appropriate job family and pay band. Premium pay levels may be reached based on a combination of factors such as outstanding performance, long service, and market retention considerations.