Employees in a temporary position should be compensated within the range of the pay scale of similarly situated regular positions responsible for performing the same level and type of work on campus. Each position receives a job grade which is based on many factors, which may include the following: This policy implements Universitywide Administrative Memorandum 440.2 with the following interpretations and applications: Employees not eligible for extra compensation are classified employees eligible for overtime and non-classified employees with the title of dean, vice chancellor or chancellor. A staff member must have at least six months of continuous service in his/her current position for the position … It is the employee’s responsibility to maintain a designated workspace in a safe condition free from hazards. Policy Compensation Structure. If an employee works both the actual and observed day of a University recognized holiday, the employee will only receive one alternate day off within that pay period or holiday pay for one of those days and regular pay for the other. Note: If the employee is non-exempt, they must be compensated for any work over 40 hours in a work week at a rate of at least one and one-half their base rate and as part of regular payroll regardless of the nature or exemption status of the work performed. All employees, including student workers and part-time employees, are covered by Workers' Compensation. The Compensation department is accountable for reviewing and maintaining the Staff Classification System and the University’s pay structure. Manage a compensation policy that is consistent with the judicious expenditure of funds entrusted to the university, and; Ensure accountability for compliance with The University of Texas System Board of Regents Rules and Regulations and statutory requirements. The University strives to provide base compensation for exempt and non-exempt staff that is (a) externally competitive with the relevant market and (b) internally aligned with market reference ranges of individuals who have similar … Collaboration with the Human Resources Consultants (HRC) and Compensation Team is recommended when establishing hiring pay. Examples include on-call employees and temporary employees. An employee in an exempt part-time position (39 hours or less on a regular basis) can have a secondary job only if it is exempt. Overnight out-of-town travel time is compensated when it is within the employee’s regular workday. The University is committed to providing managers with the tools, training and information necessary to make sound compensation decisions. The university endeavors to maintain internal and external salary equity. The amount of merit money available for distribution is determined on a yearly basis through market analysis, and a process of recommendations and approvals involving Human Resources, the Finance Division, the Officer Group, and the Board of Trustees. There are federal and state laws that regulate wage and hour issues including child labor, minimum wage, overtime pay and record-keeping. The purpose of the University Staff Compensation Policy is to provide a consistent and fair methodology for establishing and administering a compensation plan for University Staff. An employee regularly works from 8 a.m. to 5 p.m. from Monday through Friday. This policy restricts supplemental salary payments to an amount no greater than a proportionate amount of the faculty member’s base salary for work done during and outside the academic year. Hiring rates should be commensurate with the employee’s qualifications and related experience and should be in proper relation to similarly situated employees in the same family, sub-family, career stream and career level. Holiday time does not count toward the 40 hour per week required to qualify for overtime pay. Policy The University of Arizona is committed to maintaining a compensation program that is in compliance with all applicable laws and regulations. This process allows for the job profile to better align the nature of the work and/or when Compensation determines that the job profile should change to match the appropriate professional staff exemption. Compensation Policies at Central Michigan University. Shift differential is based on the nature of the work and industry standard for the particular department. Salary, retirement plan benefits, and University-sponsored insurance coverage will not change unless mandated by the number of hours worked. Human Resources is responsible for determining which job classifications are exempt and non-exempt. Regularly scheduled positions typically fall into one of two categories for purposes of compensation: In addition to regular work schedules, non-regular schedules may be appropriate. Financial Control – The university does not have financial responsibility for all expenses of the contractor, the contractor provides services to others in the market place, and the contractor is generally paid a flat rate fee rather than on an hourly/salaried basis for work done (some professionals such as lawyers may be paid hourly). In some cases, granting agencies may permit faculty members to earn salaries exceeding their annual base salary. Part-time employment is defined as working an average of less than 30 hours per week in total at the University. Shift differential is paid only for hours worked and is not included in the calculation of paid time off. Supersedes Policy Number(s): 303 (09/01/1992) Applicability: All Regular Staff Members Cross-reference: Adherence to University Policy - Policy 001, Equal Opportunity and Affirmative Action - Policy 004, Minimum Wage - Policy 301, Position Reclassifications and Compensation Changes - Policy 304. This assignment is based on a predetermined and agreed upon time frame that is of a specific duration needed to meet a business need and/or a staff contract or grant program. Further, only time actually worked counts toward overtime; leave time taken and holiday time does not count toward the 40-hour period for overtime purposes. The Office of Human Resources’ Human Resources Consultants (HRC) should be consulted for guidance on various work schedule options. Work hours, overtime compensation, and vacation schedule conform to applicable personnel policies. Promotional pay increases may not exceed 15% without approval from the Vice President of Human Resources and should be at least to the minimum of the market reference range of the new position. Compensation Policies All staff employees, as well as managers and HR representatives, are encouraged to learn about the State and University policies, practices and associated administrative procedures that may relate to any questions or concerns they have about their employment. Policy Manual Disclaimer The Compensation function supports managers and employees with information and solutions on direct pay issues. The Compensation and Classification Office is responsible for developing compensation programs, policies, and approaches that meet the unique needs of our academic and business units as they attract, retain, motivate, develop, classify and organize their diverse work forces. This should be considered when establishing a promotional rate. While the University strives to provide an environment that fosters growth, the University does not guarantee advancement for employees within their current position or at the University at large. Guidance for this letter can be received by contacting a Human Resources Consultant or a member of the Compensation Team to ensure that employment is explicitly at will and dependent on funding. University policy provides that each new employee begin at the minimum of the respective salary range and progress toward the range maximum. If travel time is outside of normal working hours and the employee is required to drive, the time is compensated. If there is extenuating circumstances that would dictate backdating a pay increase more than 30 days, the additional pay will be disbursed as a lump sum payment and requires approval from the Vice President for Human Resources or the Executive Vice President. The employee is responsible for ensuring all items are properly used and maintained. Adjustments will not be made if differences are explainable based on qualifications, type or length of experience (both internal and external to Notre Dame), the work itself, and/or performance and productivity. After the meeting ends at 5 p.m., the employee catches a cab to the airport, flies and upon arrival at the airport drives two hours home. Compensation Compensation develops and administers the compensation and classification programs that help the UW attract, retain, and motivate UW staff. Premium Pay Policy for Holidays and University Emergencies (campus weather emergency) A staff member who is required to work on a university holiday or during a university emergency (as designated by the President or her/her designee) may be eligible for premium pay depending upon the college or vice presidential area’s compensation policy. These criteria are defined by Internal Revenue Service guidelines and are reflected on the Non-Employee Payment for Services form that is used for payment of independent contractors. (See Benefit policy for details.) The designation of primary or secondary job should remain stable regardless of schedule changes that may occur throughout the academic year based on needs. Limited term employees receive benefits following the same policies as a regular employee and are “at will” employees. Note: If the training is required by law and is outside of regular working hours, then the time is not considered compensable time. Notification that an agreement has been terminated should be made in writing and provided by the department head to the Office of Human Resources’ Human Resources Consultants (, Employees with a primary position that average at least 30 hours worked per week are considered full-time employees, A full-time employee may hold more than one position at a time with the University provided it is preapproved from the Office of Human Resources, Part-time positions must be hourly non-exempt positions, All additional positions require preapproval from the Office of Human Resources, Temporary positions are not considered regular or limited term positions of the University, Temporary positions must be hourly non-exempt positions, A work week is defined as 12:01 am on Saturday through 12:00 midnight on Friday, Temporary employees may accept, if offered, another type of position at the University that is either a limited term or regular position, Behavioral Control – The university does not direct and control how, when, or where the worker does the tasks they are hired to perform. All exempt and non-exempt staff members are paid on the 15th and the last day of each month. This is true for hours worked on regular working days during normal working hours and during the corresponding hours on nonworking days. The employee only works one hour. The university provides, at no cost to you, Worker's Compensation coverage for health care services for on-the-job injuries and occupational diseases. Copyright © 2020
This does not apply when an employee still at work is asked to continue working past the normal quitting time. The employee travels on business to a location that requires two hours of travel time. Use of equipment, software, data, supplies and furniture provided by the university for working in an off-site location is limited to authorized persons for the performance of university business. Compensation for the secondary job should be comparable to the average salary of similarly situated employees performing the same level and type of work and may need to be paid at an overtime rate. To support the Mission, Vision and Values of Webster University and the educational purpose for which it exists, the University’s compensation programs are designed and administered to: 1. The amount of merit is not to exceed the established guidelines available for that fiscal year for any employee. A job profile change may be requested when the salary and grade remain appropriate. Compensation Policies Direct Deposit and Pay/Debit Card The University of Florida currently has a direct deposit policy that states, “All employees, including temporary hires and non-work study students, are required to participate in the Direct Deposit Program as a condition of … Accessibility information. (This is based on regularly scheduled and consecutive work hours). All non-exempt secondary jobs must be paid hourly and not on a salary basis. An employee who receives health insurance from the University is entitled to the continuation of that group health insurance coverage while receiving workers’ compensation benefits as if he or she had continued to work. This policy applies to students who are registered with the University of London (the as deemed necessary by management. Variable compensation (bonus/incentive) should be coordinated with Human Resources Consultants and Compensation. The university desires to provide compensation that will attract and retain personnel qualified and capable of contributing to its operation and mission. Note: Employees hired after April 1 are not eligible for an annual increase until July 1 of the fiscal year following the calendar year in which they are hired. Each manager is responsible for ensuring that performance management processes are completed each year for employees and that increases to base pay are based on performance and within policy guidelines, to ensure equity and consistency throughout the University. It is the policy of the University of London to issue refunds and/or compensation, where appropriate, to students who withdraw from their Programme, wish to cancel a payment or in other situations covered by this policy. Rationales for considering an equity adjustment are: All market adjustments are subject to Human Resources approval as well as budget constraints. Non-exempt employees (regular or temporary) must be compensated for time spent traveling based on the following guidelines: Time spent by non-exempt employees in training or preparing for training outside regular working hours shall be considered hours of work for the purpose of computing FLSA overtime if the training is required by the University, department, or supervisor to: 1. These are select employment-related policies with broad application. Applies to Exempt and Non-Exempt Staff. Phone: (574) 631-5900
Lump sum payments are appropriate for the following reasons: Lump sum payments should be submitted in a timely manner to Compensation and will be processed by Payroll and added to regularly scheduled pay checks. The Classified Compensation Policy is available for further detail. Exempt status is based on the duties and responsibilities of an individual position, the required educational level and the salary received. Exempt employees are not entitled to overtime pay or compensatory time. New employees must start at no less than the minimum of the market reference range for the family, sub-family, career stream and career level of the position into which they have been hired. 3. A staff employee may be allowed to instruct an undergraduate or graduate course with Officer level approval. Merit increases are effective on July 1 of each year. Employees who work a regular schedule of between 1 to 39 hours per week. If the employee’s full-time job is salaried, the secondary job must be paid at the blended overtime rate for all hours worked in order to meet the provision of the. During the summer months, standard office hours may be adjusted to an 8:00 am to 4:30 pm schedule with a one-half hour meal break at the discretion of individual departments. Distribution of merit is at the discretion of the Executive Leadership Team and subject to policy guidelines. Supervisors must approve remote work arrangements, and the operating needs of the department must take precedence. Any adjustment that is given to bring employees in line with the external market is subject to internal equity. Faculty with full-time academic year (nine month) appointments may not receive additional compensation from University sources for services directly related to their recognized duties during the academic year (from the beginning of the Fall Quarter, as established in the University calendar, through the end of the Spring Quarter). The two hours of travel time on Friday and the two hours of travel time on Saturday are compensable time. Unique circumstances regarding job duties, grant funds, or other situations may impact compensation under policies other than this one. The employee then works until 5 p.m. on Monday and from 8 a.m. to 5 p.m. on Tuesday. Policy St. John’s University is committed to attracting, motivating and retaining qualified employees through its compensation programs. The organization funding the secondary job is generally responsible for overtime payments for work performed above 40 hours within a scheduled work week. Policy Manual Disclaimer Compensation Philosophy. Workers' Compensation Policy Policy The University will provide benefits under the Workers' Compensation Act and the Workers' Occupational Diseases Act for an employee who suffers an accidental injury or a disabling occupational disease arising out of and in the course of employment by the University. Supersedes Policy Number(s): 303 (09/01/1992) Applicability: All Regular Staff Members Cross-reference: Adherence to University Policy - Policy 001, Equal Opportunity and Affirmative Action - Policy 004, Minimum Wage - Policy 301, Position Reclassifications and Compensation Changes - Policy 304. Overtime and Travel Compensation for Non-exempt Employees. Work performed distinctly separate from or in addition to an employee’s primary position is compensated under certain circumstances. Equivalent level ; or 2 Letter ” must be exempt and non-exempt staff members paid. 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2020 university compensation policy