The amount of merit is not to exceed the established guidelines available for that fiscal year for any employee. The Compensation function supports managers and employees with information and solutions on direct pay issues. Compensation for this additional work should be similar to that of an adjunct faculty for comparable instruction. Unique circumstances regarding job duties, grant funds, or other situations may impact compensation under policies other than this one. For example, a 40 hour/week employee is called back to work. In addition to standard and summer work schedules, alternative work arrangements are available with departmental approval. A staff employee may be allowed to instruct an undergraduate or graduate course with Officer level approval. This is a guide for the UMD Campus and does not serve as a replacement for the full text of University System of Maryland policies. The designation of primary or secondary job should remain stable regardless of schedule changes that may occur throughout the academic year based on needs. NOTE: Temporary employees are considered external applicants when applying for regular University employment and must follow established selection procedures for external applicants. Exceptions to the standard starting rate policy will require written justification and review by Human Resource Services. The university provides, at no cost to you, Worker's Compensation coverage for health care services for on-the-job injuries and occupational diseases. Individuals asked to transfer for career development or business need purposes may be eligible for an increase up to 7.5%. Phone: (574) 631-5900 Email: askhr@nd.edu The work hours on Monday and Tuesday are also compensable time. University non-exempt staff employees who are called back to work outside their regular schedule are guaranteed at least two hours of work pay. If a position is being filled with knowledge that it likely will exceed the 900 hours limit, it should be created as a regular or a limited term position rather than as a temporary position. Central Michigan University • 1200 S. Franklin St. • Mount Pleasant, Mich. 48859 • 989-774-4000 The employee travels on business to a location that requires two hours of driving to the airport and a 5 hour flight. 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. 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. Each manager is also responsible for monitoring the hours of service of each employee to ensure compliance with all applicable policies and regulations. 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 for university staff, including annual salary increases, is governed by Regent laws and policies, as defined in Regent Policy 11-C. The Budget Policy shows the current year’s plan for salary increases based on merit, promotion, reclassification and transfers, as well as detailing the associated budget processes. Note: If the training is required by law and is outside of regular working hours, then the time is not considered compensable time. 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. Be fiscally responsible. Additional work must be free of any inference or conflict of interest and may not interfere with the person’s primary position. 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. 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. A “Limited Term Employee Offer Letter” must be used when hiring an individual in a limited term position. Temporary positions are defined as recording less than 900 hours paid in the first year of temporary employment and then in any fiscal year thereafter. Bring performance up to a fully successful, or equivalent level; or Requests to work overtime, schedule vacation, use sick leave, or in any other way alter the agreed upon schedule are subject to the approval of the supervisor the same as when working at the regular university work site. 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. The employee only works one hour. The employee must continue to make any normal contributions to the cost of the health insurance premiums. 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. Each position receives a job grade which is based on many factors, which may include the following: Non-exempt employees earn one and one-half of their base hourly rate (plus any shift differential as applicable) for overtime hours. A job profile change may be requested when the salary and grade remain appropriate. Provide knowledge or skills to perform new duties and responsibilities in the employee’s current position. If the extra hours worked by the employee are over 40 hours that week, it is overtime; however, only hours actually worked will be paid at time and one-half. Policy Compensation Structure. Ensure that Webster University can attract and retain highly talented faculty and staff who are committed to advancing Webster University’s mission and vision 2. University non-exempt staff employees who are called back to work outside their regular schedule are guaranteed at least two hours of work pay. 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. These programs are designed to evaluate appropriate compensation levels for jobs, encourage growth, and reward those individuals who support and fulfill the University’s Mission. 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. Remote work schedules must not conflict with other University policies, or state or federal regulations, and once agreed upon, should remain stable except when special needs arise. All rights reserved. Adjustments to base salary can be applied based on merit or other employment action reasons such as a promotion or transfer as described in the compensation policy. Base pay is the hourly/biweekly/semi-monthly pay an employee receives on a regular basis. The university is on a semi-monthly payroll cycle. The organization funding the secondary job is generally responsible for overtime payments for work performed above 40 hours within a scheduled work week. Shift differential is based on the nature of the work and industry standard for the particular department. Pay is provided either on a salaried or hourly basis in accordance with the Fair Labor Standards Act (FLSA). The employee arrives Wednesday morning at 1 a.m. and returns to work at the regularly scheduled time that day to work the remainder of the week. Extra Compensation Policy 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. The employee leaves Saturday at 8 a.m. and arrives at their destination at 4 p.m. but doesn’t begin work until Monday at 8 a.m. Ensure retention of talented staff. The employee remains obligated to comply with all pertinent university rules, policies and practices, and instructions that would apply if the employee were working at the regular university work site. Policy Summary: The Compensation Program supports the University’s goal of attracting, motivating, developing, and retaining qualified employees through the use of market-based salary ranges and compensation practices designed to reward and promote performance, job … 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. This summer schedule is typically observed beginning the week after commencement in May through the week before students return for the fall semester in August. The following are examples of alternative work patterns: Regular positions are full or part-time positions at the University that have regularly scheduled hours with no predetermined end date whether it is holding one or multiple positions at the University. This is true for hours worked on regular working days during normal working hours and during the corresponding hours on nonworking days. Hiring managers should consult the Management Guidebook for Compensation for further recommendations in establishing hiring rates. Policy Manual Disclaimer The Classified Compensation Policy is available for further detail. The University is committed to providing managers with the tools, training and information necessary to make sound compensation decisions. Further, the employee has a duty to report that they are accepting a secondary job to their primary job supervisor prior to beginning work. Overload jobs are used for full-time (40 hours per week) exempt employees only. as deemed necessary by management. Policy Summary: The Compensation Program supports the University’s goal of attracting, motivating, developing, and retaining qualified employees through the use of market-based salary ranges and compensation practices designed to reward and promote performance, job … 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. There will be no discrimination in compensation due to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, political affiliation, physical disability, source of … Overtime hours must be approved prior to being worked and must be paid within a reasonable time period and in accordance with the Fair Labor Standards Act. A filled position is eligible for a reclassification review when there has been an authorized and necessary significant increase in that position’s scope, impact, complexity, responsibilities, and accountability such that the incumbent is required to exercise greater judgment and discretion, and to rely on a larger and more specific skill set than previously necessary in order to perform the work successfully. Shift differential is paid only for hours worked and is not included in the calculation of paid time off. Appropriate notice of termination should be given by the requesting party to provide adequate time for any alternate arrangements that either party must make. Collaboration with the Human Resources Consultants (HRC) and Compensation Team is recommended when establishing hiring pay. University of Notre Dame 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. Compensation received for overload jobs is not eligible for benefits. This should be considered when establishing a hiring rate. Compensation Policies at Central Michigan University. This should be considered when establishing a promotional rate. Employees who work a regular schedule of between 1 to 39 hours per week. Employees who work a regular schedule of 40 hours per week. The university endeavors to maintain internal and external salary equity. The Office of Human Resources’ Human Resources Consultants (HRC) should be consulted for guidance on various work schedule options. 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. If the extra hours worked by the employee are over 40 hours that week, it is overtime; however, only hours actually worked will be paid at time and one-half. As part of the 05/19/09 resolution, the board authorized staff to reformat and renumber the sections contained in Policy 11. This policy applies to students who are registered with the University of London (the The two hours of call back pay are paid as follows: 1 hour (actually worked) is paid as overtime and the other 1 hour is paid as straight time. Policy St. John’s University is committed to attracting, motivating and retaining qualified employees through its compensation programs. The positions are needed for various reasons such as interim vacancies, employee absences, short term support and/or sporadic and non-recurring assignments. Full-time employment is defined as working an average of at least 30 hours per week in total at the University. All exempt and non-exempt staff members are paid on the 15th and the last day of each month. Transfer – Transfer is defined as a regular employee moving from one position at the University to another that is not classified as a promotion. There are two different methods for compensating additional work: (1) a secondary or overload position for work that is being performed on an ongoing basis and is distinctly separate from and unrelated to an employee’s primary position or (2) lump sum payments for work of a significantly higher level/scope or unrelated to employee’s primary position that occurs on a single day or within a short period of time. Independent contractors are not University employees and are not paid through Payroll Services or eligible for benefits. 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. Merit increases are effective on July 1 of each year. 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. Refund and Compensation Policy . The University observes a standard office workweek of Monday through Friday, 8:00 am to 5:00 pm with a one hour meal break. Type of Relationship – The university has a set period of time that work should be performed by the contractor rather than an indefinite relationship, the contractor is not eligible for any university benefits, and the contractor performs work other than a service that is key to the regular on-going business activities of the department. An employee may be compensated for work unrelated to and distinctly separate from the person’s primary job and which is performed on personal time outside the normal work day. Back pay will be included in the employee’s regular payroll check once the record has been updated. The hours worked on Friday and Saturday are also compensable time. In providing a service to its customer, the University, the compensation area employs some basic compensation tools. Specific information and dates for the observance of summer hours are published each spring by the Office of Human Resources. Advanced Study Pay Increases To recognize educational achievements, full-time faculty will receive a $2,000 base salary … The system for determining individual salaries conforms to accepted compensation practices. Compensation outside of base pay is allotted for various reasons to include overtime, work that is distinctly different than an employee’s primary responsibilities, work that is outside of normal work hours and separate from an employee’s regular work, and incentive/recognition awards. Part-time employment is defined as working an average of less than 30 hours per week in total at 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. Note: If the employee's premium payment obligations under the applicable plan are not covered by the employee's paycheck, the employee must provide the University with a chec… Statement The terms defined in this policy apply to the University’s compensation policies and procedures. 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. a. Compensation Policies at Central Michigan University. If an employee must commute/travel to a location outside of their normal place of work to fulfill work requirements, that actual travel time may or may not be compensated as outlined below: 1. Additional work performed that is distinctly different and unrelated to the employee’s primary position that occurs on a single day or within a short period of time can be compensated with a lump sum payment. Contact, 200 Grace Hall, Notre Dame, IN 46556 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 … Working two part-time jobs at the University – When an employee works two part-time jobs at the University, one job will be designated as the primary job and the other as secondary. If the travel time is outside of normal work hours and is on a common carrier or the employee is a passenger in a vehicle other than a common carrier and NO work is performed, the travel time is not compensated. For example, a 40 hour/week employee is called back to work. The standard full-time workweek for non-exempt employees is 40 hours. 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. 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. The university desires to provide compensation that will attract and retain personnel qualified and capable of contributing to its operation and mission. The Classified Compensation Policy is available for further detail. In situations where University departments use the services of outside consultants or independent contractors, specific criteria are used to determine the worker’s relationship with the University and thus the appropriate method of payment for their services. This policy is now listed at Policy 11-D. This means that either the employee or the University may end the employment relationship at any time without cause. Pay for Performance/Merit – Merit increases based on employee’s performance generally take effect on July 1 of each year. Consideration of a more appropriate alignment between the salaries of similarly situated employees performing work at the same family, sub-family, career stream and career level, with similar levels of experience, background, and performance. The Budget Policy shows the current year’s plan for salary increases based on merit, promotion, reclassification and transfers, as well as detailing the associated budget processes. Applies to Exempt and Non-Exempt Staff. 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. (This is based on regularly scheduled and consecutive work hours). 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. In some cases, granting agencies may permit faculty members to earn salaries exceeding their annual base salary. In the meantime, for a comprehensive set of policies, please consult the Classified Staff Human Resources Policy Manual or University Handbook for Appointed Personnel. 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. Overtime and Travel Compensation for Non-exempt Employees. The University does not provide compensatory time off (comp time) in place of overtime pay; however, it is acceptable to offer a modified schedule (flex time) so that the employee still only works 40 hours in one workweek. Accessibility information. B. Nonexempt employees are entitled to overtime pa… Salary, retirement plan benefits, and University-sponsored insurance coverage will not change unless mandated by the number of hours worked. Hours worked in a regular (not temporary or on-call) secondary job are considered when determining benefits for employees that work a total of at least 30 hours a week for a 12 month period or 40 hours a week for a 9 month period. The university endeavors to maintain internal and external salary equity. 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). Market Adjustment – Market adjustments are salary adjustments for an employee or group of employees that have fallen behind in base salary as compared to similar positions on campus and/or in the market. 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. If there are extenuating circumstances, a higher increase may be appropriate and requires the Vice President for Human Resources approval. All non-exempt secondary jobs must be paid hourly and not on a salary basis. The two hours driving time on Saturday and 2 hours of driving time on Tuesday night/Wednesday morning is compensable time. Employees performing work in a secondary job should be compensated comparably to the average salary of similarly situated employees performing the same level and type of work on campus. The Compensation department is accountable for reviewing and maintaining the Staff Classification System and the University’s pay structure. University policy provides that each new employee begin at the minimum of the respective salary range and progress toward the range maximum. If the 15th or the last day of the month falls on a weekend or holiday, payday will be the preceding business day. NOTE: Blended rates for overtime will be used when an employee has two jobs that are compensated at different pay rates. Accessibility Information, State and Federal Notices and Employment Posters, Full-time (for the purposes of compensation). An employee assuming a supervisor’s role or higher level role due to an extended absence or during an interim period when the position is vacant may be eligible for a lump sum(s). 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 employee is responsible for ensuring all items are properly used and maintained. 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. Human Resources is responsible for determining which job classifications are exempt and non-exempt. Exempt status is based on the duties and responsibilities of an individual position, the required educational level and the salary received. 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. Job responsibilities, standards of performance, and performance evaluations remain the same as when working at the regular university work site. Workers' Compensation is a no-fault benefit to employees of the University who suffer an injury or occupational disease resulting from their work. If the travel is within normal work hours it is compensated, 2. 2. 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. A. Work hours, overtime compensation, and vacation schedule conform to applicable personnel policies. Individuals may be hired to work a limited term assignment at the University. Market adjustments do not occur in conjunction with a change in title, grade, or FLSA status. Merit increases outside of the July 1 annual merit cycle requires Executive Vice President/Provost approval. 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. Lump sum payments will not be grossed up and will be included in the employee’s regular payroll check. Secondary jobs can be utilized for employees working two part-time jobs or one full-time (40 hours a week) job plus a part-time job. The two hours of travel time on Friday and the two hours of travel time on Saturday are compensable time. Additional guidelines are available for hiring managers to assist in determining the appropriate pay for employees within the market reference ranges. 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