Frequently Asked Questions

Benefits FAQ's

Benefits affected by : Employment Changes.

Q. I have gone from being 40% appointed to 75% appointed, am I eligible for benefits? 
A. Yes, once you are at least 50% appointed in a non-student position you become benefits eligible.

Q. How long do I have to sign up for Benefits after I am hired? 
A. You have 31 days from your Benefits Eligible Appointment Date to sign up for benefits.

Q. Am I required to attend orientation? 
A. Yes, you are required as a condition of employment to attend New Employee Orientation. To sign up for Orientation contact Human Resources at 479-575-5351.

Q. Do I need to notify anyone in Benefits if I plan to go from a 9 month position to a 12 month position or vice versa and if so, why? 
A. Yes, it would be helpful to you and your Benefits office. This notification would insure that all of your benefits through the University are amended properly and in time for your next pay period.

Benefits affected by : Family Status Changes.

Q. How long are my kids eligible for health coverage? 
A. Eligible  dependents are your lawful spouse, unmarried dependent children from birth until they attain age 19, and from 19 until they attain age 25 if they are full-time students in an accredited university, college, or trade school.

Q. We just had a new baby, do we wait until we get the social security card to add the baby? 
A. No, do not wait till you receive the Social Security Card. Notify the Benefits Office as soon as your child is born. You only have 31 days from the baby's birth to add her or him to your Health coverage through the University Benefits Office. Contact the Benefits Office as soon as you receive the Social Security Card and we will update all Health plan records.

Q. My son will turn 25 next month, when do I take him off my insurance?
A. You must remove your son from the plan within 31 days of his 25th birthday. You may complete the required paperwork prior to the event.  This change must be made in the benefits office.  For more information please contact the Benefits office at 479-575-2167.

If you are paying your health coverage premiums with pre-tax dollars, have no other eligible dependent children on your health plan and do not remove your son, you will be unable to change your premiums until January of the following year.

Q. I have recently gotten married. What do I have to do to change benefits? 
To add a spouse to the health plan you must complete QualChoice enrollment/change form within 31 days of marriage. You must bring a copy of your marriage certificate. Coverage will be effective from the date the forms are turned in to Benefits. To change  beneficiaries on life insurance and the retirement plan, complete a Group Benefits Change form in the Benefits office or here online. To change your beneficiary on your retirement plan, you may contact your Benefits office at 479-575-2167 or  hr.benefits@uark.edu to request the appropriate form.

Q. I am in the process of adopting a child; do I have to wait until the adoption is completed? If so how long do I wait and what documentation do I bring with me? 
A. No, you do not have to wait until the adoption is complete.  Children pending adoption may be added when a petition for adoption has been filed - or - when the final court order has been issued.  In order to add an adopted child to your health coverage, you must bring a copy of the documents placing the child in your home for adoption and complete a QualChoice enrollment form within 31 days of the child being placed in your home for adoption.

Benefits concerning : Medical Questions.

Q. How do I get new Medical and Pharmacy Cards? 
A. You may order new cards from the Member's tab on the QualChoice Website, http://www.qcark.com/ , or you may contact QualChoice directly at 1-800-235-7111.

Q. Where do I find a list of physicians? 
A. You will find a list of the Participating UA Fayetteville Classic Plan and Point of Service Doctors on the  QualChoice's Web page (http://www.qcark.com/) Click on the Members tab and then enter your User Name and Password. If you do not have your User Name and Password, click on the Visitors tab to access the QualChoice Provider directory.

You may also find a copy at the UA Benefits Office located in the Administration Building room 222.

Q. What happens to my insurance when I leave U of A employment? Can it be continued? 
A. If you leave the UA and have health insurance, you may be eligible to continue your coverage under COBRA.

Q. What do I do when QualChoice claims are denied? 
A. The first thing to do is contact QualChoice and find out why. QualChoice will be able to instruct you on the surest way to rectify the problem or discuss ways to appeal the decision.  Contact benefits if you are unable to get your claims problem resolved after contacting QualChoice.

Q. When does my new PCP become effective? 
A. PCP changes become effective the 1st of the following month as long as the completed PCP Change form has been received in the Benefits Office by the 25th of the month.

Q. Do I have to choose an option on the Point of Service plan? 
A. No, you do not have to choose an option under the Point of Service Plan. Your coverage/option level is determined at the time the health care is accessed. See Point of Service Plan descriptions

Q. Is there a change in my premiums if I am still actively employed and turn 65? 
A. No, there is no change to your premiums while you are an active employee of the UA.

Q. What happens to my health coverage, as a retiree, when I or my spouse turns 65? 
A. When a retiree and/or their spouse turns 65 the UA health coverage automatically becomes secondary to Medicare. Premiums will also change accordingly. Enrollment in Medicare Parts A and B is mandatory for all retirees at this time.

Benefits concerning : Retirement Questions.

Q. Where do I change my allocations? 
A. You must contact your Retirement company directly to make any changes to where your contributions are allocated.

Fidelity Investments                  TIAA/CREF

Q. How often can I change the amount I contribute to my retirement plan? 
A. You may change your contributions to your retirement plan at any time* by filling out a Salary Reduction/Deduction Agreement and submitting it to the Benefits Office at 222 Admin Bldg. All contributions changes to your retirement plan are effective the first of the following month from which they are received.

Q. Who do I contact for loans? How do I go about requesting the necessary paper work? 
A. To request a loan from your UA retirement account, you must first contact your chosen retirement company and request a loan application.

Once you have requested the loan, you or your retirement company must forward the request to the UA Benefits Office for an Authorization signature. If you have questions on the status of your loan you may contact the Benefits office at 479-575-6215 or hr.benefits@uark.edu

Q. How do I pick which vendor is best for me?Who do I talk to about helping me choose the right investments for me? 
A. Research, research ,research. Both TIAA/CREF and Fidelity have a variety of information resources available to you. You may contact both retirement companies by phone, on line and also schedule individual counseling sessions.

Q. How much does the U of A contribute for me? 
A. The University will contribute an amount equal to 5% of your regular salary whether or not you contribute. If you do elect to contribute to the Plan, the University of Arkansas will make additional contributions of regular salary, equal to your contributions, not exceeding 10%

Benefits concerning : General Insurance Questions.

Q. How can I sign up for Optional Life insurance? 
A. Once you have passed your 31 day enrollment period for new hires, you must complete an Evidence of Insurability and Group Benefits Change form available in the Benefits department at 575-2167

This information is then sent to UA Life insurance vendor- Teachers Insurance Annuity Association for review. Once it is reviewed TIAA will send you a letter stating their decision. If it is approved your coverage and premiums will be noted on the following months pay advice.

Q. How do I drop my optional insurances? 
A. To drop your optional life insurance you must complete an Group Benefits Change form available in the Benefits department at 575-2167 or here online.

Q. Where do I go to change my beneficiaries? 
A. For a Group Benefits Change form click here or contact the Benefits department at 479-575-2167

For a TIAA/CREF or Fidelity Beneficiary change form contact the Benefits department at 479-575-2167.

These beneficiary changes are effective the date we receive the completed and signed form in the Benefits Office.

Q. What do I do if I missed signing up for benefits as a new hire? 
A. You must contact the Benefits Office immediately to complete required forms.

It is to your benefit to complete the Benefits enrollment within the 31 day enrollment period requirement. If you miss your 31 day enrollment period you may not be able to enroll in health coverage without a Qualifying Life Event.

Q. What happens when I go on maternity leave, but don't have enough leave to pay for the benefits deducted from my paycheck?
A. While on FMLA you are only responsible for your portion of your benefits. You may make personal payments to the University. Contact the Benefits office at 575-6215 or hr.benefits@uark.edu.

For further Questions answered contact your Benefits Office Personnel.

The Family and Medical Leave Act of 1993 (FMLA)

Q: Who is eligible for FMLA?
A: Employees are eligible to take FMLA leave if they have been employed for 12 months, worked for at least 1,250 hours over the previous 12 months, and have an FMLA related situation due to either a personal or family serious health condition.

Q: Do the 12 months of service with the employer have to be continuous or consecutive?
A: No. The 12 months do not have to be continuous or consecutive; all time worked for the employer is counted.

Q: Do the 1,250 hours include paid leave time or other absences from work?
A: No. The 1,250 hours include only those hours actually worked for the employer. Paid leave and unpaid leave, including FMLA leave, are not included.

Q: How soon does the employee need to notify their employer when they may need FMLA?
A: Foreseeable leave based on an expected birth or placement, the employee shall provide the employer with not less than 30 days' notice, before the date the leave is to begin, of the employee's intention to take leave, except that if the date of the birth or placement requires leave to begin in less than 30 days, the employee shall provide such notice as is practicable.

Q: Does the notice from the employee to the employer have to be in written form?
A: No. It can be either verbal or written.

Q: After the employee gives notice, does the employee have to provide anything else?
A: Yes, the employee is required to provide a written Certificate of Health Care Provider form from either their physician for personal illness or one from the employee's family member's physician for a family illness. This form has to be completed and returned to the HR FMLA coordinator within 15 days after notice.

Q: Are there any other forms for the employee to complete?
A: Yes, the Request for Unpaid/Paid Leave form and the Family & Medical Leave Act of 1993 Procedures form.

Q: Where can an employee acquire these required FMLA forms?
A: Contact the HR FMLA coordinator at 575-7618.

Q: If an employee has been away from work greater than three consecutive working days can the supervisor or departmental leave representative contact HR in their employee's behalf for FMLA job protection?
A: Yes, this is expected of the department. Either the supervisor or the departmental leave representative can contact HR to notify HR of an employee who may have an FMLA situation and to send a packet of FMLA forms. Contact HR at 575-7618.

Q: What are some examples of a FMLA situation?
A: An employee out due to either a personal or family illness that would take an employee away from work greater than three consecutive working days within a given month.

Q: Who determines/verifies if an employee has been employed 12 months, worked at least 1,250 hours and have an FMLA situation?
A: The Human Resources designated FMLA coordinator.

Q: Does an employee need the supervisor approve or disapprove my FMLA?
A: No. The Human Resources designated FMLA coordinator makes those determinations.

Q: If an employee is verified eligible for FMLA in the current year, how much job protection would they be entitled to?
A: If an eligible employee is verified for FMLA job protection in the current year, then the employee would be entitled up to twelve workweeks within that current year.

Q: Does the law guarantee paid time off?
A: No. The FMLA only requires unpaid leave. However, the law permits an employee to elect, or the employer will require the employee to use accrued paid leave, such as vacation or sick leave (this institution does require), for some or all of the FMLA leave. When paid leave is substituted for unpaid FMLA leave, it may be counted against the 12-week FMLA leave.

Q: Does workers' compensation leave count against an employee's FMLA leave entitlement?
It can, FMLA leave and workers' compensation leave can run together, provided the reason for the absence is due to a qualifying serious illness or injury.

Q: Can the employer count time on maternity leave or pregnancy disability leave as FMLA leave?
A: Yes. Pregnancy disability leave or maternity leave for the birth of a child would be considered qualifying a serious health condition and may be counted in the 12 weeks of leave.

Q: Who is considered an immediate "family member" for purposes of taking FMLA leave?
A: An employee's spouse, children (son or daughter), and parents are immediate family members for purpose of FMLA.
The term "parent" does not include a parent "in-law." The terms son or daughter do not include individuals age 18 or over unless they are "incapable of self-care" because of a mental or physical disability that limits one or more of the "major life activities" as those terms are defined in regulations issued by the Equal Employment Opportunity Commission (EEOC) under the Americans With Disabilities Act (ADA).

Q: Who do you call when in doubt?
Human Resources FMLA coordinator at 575-7618.

Classification and Compensation FAQ's

Q. Are all classified positions non-exempt as defined by FLSA regulations?
A. No. There is no direct relationship between the Arkansas State designation of classified and non-classified positions and the FLSA exemption status. Some higher graded classified positions are exempt. For additional information regarding the FLSA exemption status of classified positions, see the Classified Position Table.

Q. Does the law require the University to provide a paid break for employees?
A. The law does not require the University to provide a paid break for employees. At the University, work hours for most full-time employees are from 8:00 am to 4:30 pm, with a one-half hour unpaid lunch break. (See AHRMS Policy Manual 200-1.3; Governor's Policy Directive #5 below.)
Section 200.1.3 Standards of Performance - GPD #5
OFFICE HOURS - All State offices shall be open for business between 8:00 a.m. and 4:30 p.m. However, department directors shall have flexibility to establish other working hours for their departmental personnel so long as all employees work an 8-hour day. Deviations from the 5-day, 40-hour work week shall be approved by the Governor.
Departments may allow employees to take rest periods of short duration, however the FLSA considers coffee breaks and snack breaks running from 5 minutes to about 20 minutes as compensable time worked (paid time). Breaks running 30 minutes or more are considered to be Bona fide meal periods, and per FLSA, are not counted as work time.

Q. What is the difference between provisional and regular positions?
A. While a regular position is a position approved by the passage of the Campus Appropriations Act, Provisional positions are positions not authorized at the time of passage of the Campus Appropriations Act, but which may be authorized by OPM if additional funds, private gifts, grants or collections become available during the biennium.

Q. At what salary rate can I hire a new classified employee?
A. Classified new employees should be hired at a rate equivalent to the Classified Pay Plan's minimum salary for the applicable grade unless 1) an approved Labor Market Special Entry rate exists for the position, 2) OPM has approved a rate above minimum for an exceptionally well-qualified applicant, or 3) if the new hire has prior State service. When filling positions with approved Labor Market Special Entry rates, departments may hire new employees at any rate equivalent to the position's grade minimum salary up to the approved Labor Market Special Entry rate. New hires with prior State service are eligible to enter employment at a pay rate up to their exit State salary at long as it does not exceed the LIM rate for the position.

Q. What is OPM?
A. The Office of Personnel Management (OPM) has overall responsibility for administering the state's personnel system and establishing necessary policies, procedures and regulations to ensure system uniformity in accordance with state and federal laws. OPM is located in Little Rock, Arkansas.

Q. How long will the complete position audit process take?
A. Position audits are conducted by a Classification/Compensation representative in the order the requests are received from the department.

Following the review of the position with the incumbent and supervisor, the analysis process is comprehensive and takes considerable time to finalize. Final determinations generally take up to four weeks. Factors contributing to the turn-around time include scheduling of the on-site audit, uniqueness of the position, other reclassifications currently in process, and other priorities of the Classification/Compensation unit. If a classification determination results in the position changing titles, the appropriate title must exist in the University's pool of positions. If the position is not available, a crossgrade of a position must be done. This may take up to three additional weeks.

Q. Can an employee in an appointed position also work in an hourly capacity?
A. Yes, an appointed employee is allowed to also work in an hourly capacity, however if the employee is in a non-exempt, full time appointed position, the employee should be compensated at a time and a half pay rate for all hours worked beyond 40 hours in a work week unless the "different and sporadic" rule applies as stated in Section 207 (o)(2) of Title 29, United States Code:

"If an employee of a public agency which is a State, political subdivision of a State, or an interstate governmental agency undertakes, on an occasional or sporadic basis and solely at the employee's option, part-time employment for the public agency which is in a different capacity from any capacity in which the employee is regularly employed with the public agency, the hours such employee was employed in performing the different employment shall be excluded by the public agency in the calculation of the hours for which the employee is entitled to overtime compensation under this section."

Q. How could a reclassification of a position affect an incumbent's salary?
A. If a position is reclassified to a position with a higher classified grade, the incumbent's salary would increase 6% or to the entry level of the new grade, whichever is higher. If there is an approved Labor Market Rate for the new position, the salary could be increased to that rate upon approval of the department. If a position is reclassified to a non-classified title, the salary is adjusted at the discretion of the department, not to exceed the Line Item Maximum for that title.

If a position is reclassified to a lower classified grade, the incumbent's salary would remain the same.

Q. Can I give my classified employees a salary increase?
A. Generally in the past years the only salary increase given to a classified employee is when there is an authorized cost of living increase approved by the state legislature for July 1 of the fiscal year. In addition to this the only other option of giving an increase in a classified salary at this time is when the employee is in an approved Labor Market Rate Title.

Q. When should a new PCQ be prepared for a position?
A. Ideally, a new PCQ (Position Classification Questionnaire) should be prepared and submitted to the Classification and Compensation unit in Human Resources anytime position duties change for an existing classified or non-classified/non-faculty position. When significant position duty changes occur for an existing classified or non-classified/non-faculty position, a new PCQ (Position Classification Questionnaire) should be prepared and submitted to the Classification and Compensation unit in Human Resources accompanied with a completed Position Review Request form, and a memorandum including sound rationale for the request (i.e. changes in responsibility due to a major unit reorganization, a revised level of assigned work, etc), an indication that department monies are available to fund a position change if necessary, and identification of all the specific changes in the position's duties and responsibilities. All new classified and non-classified/non-faculty positions require the submission of a completed PCQ and a completed Position Review Request form to the Classification and Compensation unit in Human Resources.

For further Questions answered contact your Classification and Compensation Personnel.

Employment FAQ's

Hours and Location

Q. What are your hours?
A. The hours to apply for a job are Monday through Friday from 8:00 a.m. to 4:00 p.m. and by appointment

Q. Where are you located?
A. The Administration building is located on Maple, just west of the Garland/Maple intersection.

Q. Where can I park?
A. There is a metered parking lot adjacent to the Administration Building or Transit and Parking have temporary parking permits for $4.00 per day.

Q. Are your offices closed during the summer?
A. No, we have normal operating hours all summer.

Position Related Questions

Q. How long do positions remain open?
A. All classified positions must remain open for at least 14 calendar days before the hiring department can fill the vacancy. Non-classified position must remain open for a minimum of 30 calendar days.

Q. How fast must I type to be considered for a clerical/secretarial position?
A. Unless the department has a preferred score, there is no minimum typing score; even so, those with better typing skills increase their chances for consideration.

Q. Do I have to have a driver's license to be considered for employment?
A. Possibly. Some positions require an incumbent to operate a motor vehicle during the scope of their employment. In those cases, a driver's license would be required. For most other positions, a driver's license would not be required.

Applying

Q. How do I apply for jobs?
A. Click here for detailed information.

Q. If I submit a resume will it be necessary to complete the application?
A. Yes, all applicants for a classified position are required to fill out a University of Arkansas application.

Q. Do I have to have a resume?
A. While submitting a resume to accompany your University application is optional, we recommend that applicants have a resume to help clarify employment history, dates and other employment related questions.

Q. Do I have to fill out an application for each position in which I apply?
A. No. Only one application must be filled out. A copy of your application will be sent to the hiring department for each position for which you are qualified. Your application will remain on active status in Human Resources for six months. After which, a new application must be filled out.

Q. Do I have to bring a resume for each position in which I apply?
A. No. Only one resume is needed. A copy of your resume will be sent to the hiring department for each position for which you are qualified.

Screening Interview

Q. What is a screening interview?
A. A screening interview is an opportunity for an employment staff member to meet with you for about 15 to 20 minutes. During this interview, the whole employment process will be explained, your application will be reviewed for "Minimum Qualifications" of the positions in which you are interested and we will give you an opportunity to explain or clarify employment history, job duties, etc. If minimum qualifications are met, your application will be referred to the "Hiring Department."

Q. Will there be any computer testing?
A. A keyboarding test will be administered to all applicants who are applying for clerical or secretarial position. Additionally, proficiency tests will be administered for those positions where preferred proficiency skills are listed.

Q. If I do not live near Fayetteville and therefore cannot take a keyboarding test in your office, what do I do?
A. Once again, you only need a keyboarding test if you are applying for a clerical/secretarial position. If this is the case for you, go to your nearest State Employment Security office and ask to take a 5 minute keyboarding test. Please, submit your testing results with your application. For other approved agency and test centers, please contact Human Resources.

Q. Will there be a drug test?
A. All employees are required to sign a Drug Free Workplace Policies and Procedures Form. However, there will only be a drug test performed for those applicants applying for positions in Public Safety (Police Department) or if the hiring department desires to have one administered.

Q. How soon will I be notified for an interview after my application has been referred?
A. Typically, if the hiring department wishes to interview you, you will be contacted within 5 to 10 days after your application has been referred.

Employment Questions

Q. How long before I can transfer or apply for another position after I am hired?
A. Most departments do not require a minimum time before a new employee can transfer or apply for a new position. However, applicants who are hired by the Public Safety department as Public Safety Officers and are sent to training are required to remain in their position for at least one year.

Q. I am thinking of transferring from another Arkansas state agency. Can I transfer my vacation and sick leave to the University of Arkansas?
A. Yes. Any unused vacation and/or sick leave may be transferred assuming that you terminate with your current state agency and start employment here within 20 consecutive working days. Contact Human Resources for further information.

Q. When am I eligible for Benefits?
A. Visit http://hr.uark.edu/benefits for Benefits information

BASIC Terminology

Q. What is a "hiring department"?
A. If you meet the minimum qualifications as determined in your prescreening interview, your application and resume will be sent to the hiring department. The hiring department is simply the people that will be reviewing your application in the department or area in which the vacant position exist.

Q. What does "Labor Market Rate" mean?
A. A "Labor Market Rate" allows the hiring department to employ someone anywhere between the base starting salary and the "Labor Market Rate". Not all positions have a Market Labor Rate.

Q. What are "Minimum Qualifications"?
A. Minimum qualification signify the lowest level of education and/or experience an applicant must meet or exceed in order to be considered for that job title. As a state agency, minimum qualifications for each job title are determined by the Office Personnel Management in Little Rock.

Q. What are "Preferred Qualifications"?
A. Preferred qualifications are education and experience that the hiring department has added as additional qualifications to the minimum qualifications. If the job listing states that applicant must meet preferred qualifications, then the applicant must have those additional qualities. If the job listing states that the applicant does not have to meet the preferred qualifications, then they are considered helpful but not required.

Reference Checking And Giving References

Q. What information can be disclosed about a current or former employee's employment history to a prospective employer upon receipt of written consent from the current or former employee?
A. Information that can be released/discussed includes: Date and duration of employment; current pay rate and wage history; job description and duties; the last written performance evaluation prepared prior to the date of the request; attendance information (only related to tardiness or unexcused absences); threats of violence, harassing acts, or threatening behavior related to the workplace or directed at another employee; whether the employee was voluntarily or involuntarily separated from employment and the reasons for the separation; and whether the employee is eligible for rehire.

For further Questions answered contact your Employment Personnel.

Payroll FAQ's

Questions about Form W-4

Q. When can I claim exempt on my W-4?
A. The following paragraphs were taken from Circular E, Employer's Tax Guide:

Exemption from income tax withholding. Generally, an employee may claim exemption from income tax withholding because he or she had no income tax liability last year and expects none this year. See the Form W-4 instructions for more information. However, the wages are still subject to social security and Medicare taxes.
A Form W-4 claiming exemption from withholding is valid for only one calendar year. To continue to be exempt from withholding in the next year, an employee must file a new Form W-4 by February 15 of that year. If the employee does not complete a new Form W-4, withhold taxes will be withheld at single/zero withholding allowances.

(Other situations do apply. Federal and State wages are reported annually regardless of your claiming exemption. For more information use above link to Circular E.)

Q. How many exemptions did I claim on my W-4?
A. This information is printed next to the appropriate tax description on your earning statement. If you do not see any information about exemptions, then you are either claiming Exempt or your wages are less than the amount that would require a tax deduction, based upon your current W-4 setup. Please come into the Payroll Office for any clarification.

Q. How do I change the number of exemptions that I claim?
A. Complete a new W4 form and return it to the Payroll Office, ADMN 222.

Questions about Form W-2

Q. How can I get a copy of my W-2?
A. When a (Duplicate W-2) is requested, a copy of your W-2 can be processed and ready for pick up on the next business day. A $5.00 duplication fee will be assessed.

Questions about how your name appears on payroll

Q. Why do I have to show a copy of my social security card to payroll?
A. Employees of the University must show their social security card when they are hired. This is to ensure that all social security taxes are being paid to the appropriate name so that all social security benefits are paid correctly upon retirement. If the name on your payroll records does not match what is on your card, the IRS and Social Security Administration have informed us that they cannot guarantee correct coverage for the years of service that contributions were made to your account. It is also in IRS regulation that employment records are filled out as the name appears on the social security card. A $50.00 penalty can be assessed against the employer for each occurrence of a mismatched name and social security number. This practice by our office serves as a triple protection to the employee, the institution, and the taxpayer.

Questions about name and address changes

Q. How can I change my name with payroll?
A. A name change can be effected with presentation of a new social security card reflecting your new name. Your payroll name must match the name recorded on your social security card.

Q. If I change my name with payroll, will it change all records in the UA system?
A. No. If you are a student, you will also need to change your name and/or address with the Registrar's Office in Silas Hunt Hall.

Q. How can I change my address with payroll?
A. Click here Name Change Form and submit printed form to Payroll, ADMN 222.

Questions about UA Holiday Pay

Q. Is a part-time employee eligible for holiday pay?
A. Yes, but certain factors must be met. For complete current guidelines, refer to the U of A Staff Handbook, Section 7.1. Click here for Staff Handbook .

General Questions

Q. How can I set up a direct deposit?
A. Visit Web BASIS www.uark.edu/basis to set up/change/stop your direct deposit. After logging in using your UARK ID & Password click on Employee Self-Service Facilities/Direct Deposit Bank Accounts. Please call payroll if you need further assistance 575-4851.

The Direct Deposit Form can be printed then faxed or mailed to the Payroll Department, ADMN 222, fax (479)-575-6971 with appropriate documentation (voided check).

Q. What do I do if I've lost my paycheck?
A. It will be necessary to complete a "Lost Check Affidavit" in the payroll office to place a stop payment on the original check and create a new check. There is normally a three-day processing period for this procedure.

Q. Why can't you tell me how much I made on my paycheck over the telephone?
A. Although as a state employee your earnings are public records, we as payroll employees follow a practice of not releasing any earnings information to protect the privacy of the employee. You can always come into our office and present a photo ID and any payroll employee will be happy to assist you in retrieving that information after your payroll has been run.

Q. When can I expect to receive my career service award?
A. You can expect to receive your career service award payment after ten (10) years of service in a 100% eligible position, on the 15th of the month FOLLOWING the month of your anniversary date of employment. (Example: If your anniversary date is January 30, your payment will be scheduled for February 15.)

Q. Why is my paycheck going to another department?
A. Talk to the payroll representative in your department to update the distribution of your checks. Earning statements will be delivered by e-mail to an account specified.

Q. How can I get my earning statement?
A. You can receive your earnings statement by email which is automatically generated after each payroll run date that you are due to be paid. Contact payroll at 575-4851 to set up this option.

A. You may also view your earning statement from web basis www.uark.edu/basis Log in with your uark id and password. Choose "pay activity" to view any present or past earning statements.

Q. How can I see my leave usage?
A. You may view your leave usage and accruals from web basis www.uark.edu/basis Log in with your uark id and password. Choose "leave accounting" to view a history of leave usage.

For further Questions answered contact your Payroll Personnel.