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QUESTION: We are considering switching from a biweekly payroll cycle to a weekly payroll cycle, as a potential way to help with recruitment. Of course, there is a cost involved and we want to know if the benefit is worth the cost. Have any other organizations made this transition and if so, has it helped with recruitment? INARF received several answers for this question. However, most of the answers were that the organizations use bi-weekly payroll still and have not considered changing. In January, we switched from a bi-weekly payroll to a weekly payroll. Time and costs for this transition were minimal. It basically takes half the time each week to process the payroll than it did for bi-weekly pay periods. We work with Paylocity for our time keeping and payroll processing. There was no additional cost from them to switch to a weekly pay period. At the same time we went paperless on our check stubs. We no longer provide pay stubs to employees. Employees can access all payroll information on-line through paylocity. It appears that we have seen an increase in applications over the last six weeks. This transition has also seemed to be a morale booster for the workforce. We made this move about 4 years ago. I can’t say that it has made that much of difference in terms of recruiting efforts, but it does make a difference in the financial security of our direct support staff. It is much easier to wait a handful of days when you are running low on cash rather than a couple of weeks. We use a service called Payactiv, which essentially does the same thing allowing our employees to have access to 50% of their pay to take home prior to payroll. This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.