For the past 5 years, we have been on a weekly pay period.The work week ends Thursday evenings and checks are issued Friday for that week. We are in the process of switching payroll processing payroll companies forboth convenience and $$ purposes. In doing so, we learned it is less expensive to switch to bi-weekly pay check vs. weekly in terms of the amount that we would be charged. The part I need help with is the decrease of pay or overtime opportunity. Follow me with this---> On a weeky (40 hour) pay period, if you work 50 hours you earn your hourly rate for 40 hours plus overtime rate for the remaining 10. Good money depending on yur hourly rate right! Now switch to a bi-weekly (80 hour) pay period.You get rained out a day or two plus forced to quit early due to rain. You end up finishing the pay period with 60 hours (no overtime) and obviously not you full 80 hours. You just earned less workin these 60 hours then you did the 50 hours with the weekly pay period. I need suggestions on how to handle this. Unless I'm missing something, there is a substantial decrease in the dollar amount of a pay check right? Ok, this would never be an issue an issue for a new hire, they don't know any different. How do you (or can you) handle this with your main team member that has been wth you for 4-5 years? "Hey, your doing a great job, you have more responsibilities this year. We are switching to a bi-weekly pay check and as a result you'll be receiving smaller checks." So what if I increased his hourly rate so it pans out so te dollar amount is the same if it was 40 hours plus 10 overtime or 50 of 80 hours worked? I need strong feedback on this.