APS encourages employees to review the Human Resources Department Compensation website. View the HR Compensation Website>>
You will receive your pay via direct deposit or a Wells Fargo PayCard.
If you were hired after a payroll deadline your first paycheck may be delayed. You will, however, be paid from the day you started. Refer to the APS website for detailed payroll information. If you do not receive your check or you believe that any amount on the check is in error, notify the payroll department immediately. View the Payroll Website>>
Direct payroll deposit is the automatic deposit of your paycheck directly into a financial institution account. Contact the Payroll Department for details and the necessary authorization forms. APS encourages you to use this benefit.
APS is required by law to make certain deductions from your paycheck. Among these are your federal, state and local income taxes, your contribution to Social Security and Medicare, and New Mexico Retirement and Retiree Healthcare. These deductions are itemized on your check stub. The amount of the deduction depends upon your earnings and the information you furnished on your W-4 form. Other mandatory deductions that may be made from your paycheck, such as court ordered garnishments, will be explained whenever APS is ordered to make such deductions.
If you have been overpaid in your paycheck, you must contact the APS Payroll Department immediately. Any overpayment must be returned to APS in full upon request by the Payroll Department.
If you are a non-exempt employee, you are eligible to receive overtime pay at the rate of one and one-half (1 1/2) times your regular hourly wage for hours worked over forty (40) hours in one (1) work week. Hours away from the job because of a job-related injury, holiday, jury duty, vacation, or sick leave are not counted as hours worked for the purpose of computing eligibility for overtime pay. All overtime must be approved in advance by your supervisor. APS retains sole discretion to determine when employees must work overtime. Working unauthorized overtime hours may result in disciplinary action.
Non-exempt employees have the option of receiving compensatory time off ("comp time") instead of overtime pay for overtime hours worked. Compensatory time off is earned at the rate of one and one-half (1 1/2) times for hours worked over forty (40) hours in one (1) work week. The use of accrued comp time must be approved and scheduled through your supervisor. If a supervisor approves comp time, the employee must take the comp time within twenty working days or it is paid as overtime automatically.
Non-exempt employees who record time worked via time cards or time sheets are responsible for recording their own time. No one may record hours worked on another's timecard or timesheet. Tampering with another's time record is cause for disciplinary action, up to and including termination, of both employees. In the event of an error in recording your time, report the matter to your supervisor immediately.