Your biweekly stipend is contingent on working the weekly schedule outlined in your offer letter.

If you work more hours, you will be compensated at the equivalent hourly rate. If your total hours exceeds 40 hours per week, you will be paid at 1.5x the equivalent hourly wage (see “Do I get overtime pay?”).

If you work fewer hours without logging paid time off, you will only be compensated at the equivalent hourly rate.

In accordance with the Fair Labor Standards Act (FLSA), non-exempt employees must receive overtime pay for hours worked more than 40 in a workweek of at least one and one-half times their regular rates of pay. Employees are required to work overtime when assigned. For non-exempt employees located in California, they are also paid a daily overtime rate for hours in excess of 8 hours each day, even if the total hours worked for the week are 40 or less. The FLSA does not require overtime pay for work on Saturdays, Sundays, holidays, or regular days of rest, unless overtime hours are worked on such days.

Any overtime must be authorized by a manager in advance. Non-exempt employees must obtain written or emailed permission from their supervisor (or senior management) before working more than 40 hours in a week (you may download an Overtime Authorization Form here or from out "Resources" page). These notifications of potential overtime and permission requests should be sent to the supervisor at least 24 hours in advance. If no response is provided by your site supervisor, overtime should not be taken. 

The organization attempts to comply with all applicable overtime laws. Employees who believe they have not been correctly paid for overtime should contact payroll or HR immediately

If you are logging your hours in Justworks, you can always access past dates and enter completed shifts. However, if you log shifts after the timesheet due date has passed, you will have to wait until the next pay cycle to receive pay for those shifts.

If you are logging your hours in Paycor, please submit a list of shifts worked (including dates and hours worked) to your Program Associate. They will assist you with entering those hours.

You will receive your stipend on the Friday following your timecard due date. See the "Resources" page for this year's pay schedule.

Timecards are due biweekly on Saturday at 11:59 pm Eastern Time via Justworks or Paycor. See the "Resources" page for this year's pay schedule.

No. We track hours and compensate based on the quantity of hours worked per pay period. Please do not log your time using Justworks open shifts or the Paycor punch clock. Any punches entered will be removed before final timecard approval.

If you are an intern or fellow who resides or works in a U.S. territory, you will be onboarded with and log your working hours through Paycor.

Navigate to your timecard from "Me" in the upper menu or by clicking on "View my timecard" on the right side punch clock. Do not enter punches.

Make sure you are viewing your timecard in "Project Time Sheet" mode. Click on "+ New Allocation."

Enter your department and labor codes. Your department code should default to “29-MANO.”

Your typical workday code in the “MANO Internship” dropdown will begin with the acronym for your internship program, followed by a string of letters and numbers. Contact your program associate if you are unsure what your labor code is.

The other options include “HOLIDAY,” “SICK,” and “VACATION.” You may only use those codes if your contract includes paid federal holidays and/or paid time off.

All other drop-downs should default to “NA - NA.”

Enter the hours you worked, save, and “approve” your timecard.

Employees must provide documentation to their employers to show their identity and authorization to work. You may find a list of acceptable I-9 documents on the U.S. Citizenship and Immigration Services website: https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents. As part of your onboarding, the Hispanic Access will request one (1) supporting document from LIST A. If you do not have a document from LIST A, you must provide two (2) supporting documents, one from LIST B and one from LIST C.

Your Program Associate will support you throughout your program by…

• Managing your payroll and stipends
• Managing internship/fellowship related expenses
• Supporting internship/fellowship related travel arrangement
• Ensuring a quality internship experience and advocating for an equitable and mutually beneficial work environment
• Liaising between the intern/fellow and their assigned agency as needed
• Developing and executing opportunities for peer-to-peer networking and career development
• Working with agency partners to ensure compliance with and delivery of hiring authority certification

Your “Site Supervisor” is a staff member at the agency you work with who is responsible for managing your projects and responsibilities during the length of your internship/fellowship.

Your “Mentor” (also referred to as “Career Advisor”) is a person within your agency who provides career guidance. This role may overlap with your Site Supervisor.

Your “Program Associate” is your main point of contact with Hispanic Access Foundation. Your assigned associate manages your compensation, internship/fellowship related expenses, and offers further career support and resources through the foundation. Your Program Associate will reach out to you at the beginning of your internship, introducing themselves as such.