4. Target regional and national universities of comparable size, scope, structure and program offerings to assess the competitive market faculty and staff compensatio… Compensation Policies at Central Michigan University. The designation of primary or secondary job should remain stable regardless of schedule changes that may occur throughout the academic year based on needs. The compensation program’s policies and procedures will be consistent with the University’s Equal Employment Opportunity-Affirmative Action Program. Refund and Compensation Policy . It is our further intent to allocate funds for wages and salaries for you and your fellow staff employees in a fair and equitable manner based on evaluations of the work responsibility and on your performance in the job. Unless specifically stated in the signed Alternative Work Site Agreement, the agreement remains in effect until such time as either party wishes to terminate it. Employees that are exempt from overtime regulations are paid on a salaried basis; those who are non-exempt are paid on an hourly or salaried basis and are subject to FLSA overtime provisions. 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. Promotion – Promotion is defined as a regular employee moving to a position of greater responsibility or scope which is in a different career level based on the career level guides. Compensation for university staff, including annual salary increases, is governed by Regent laws and policies, as defined in Regent Policy 11-C. The employee travels on business to a location that requires two hours of travel time. In providing a service to its customer, the University, the compensation area employs some basic compensation tools. Both primary and secondary positions must be exempt and cannot exceed one FTE (full-time equivalent). Specific information and dates for the observance of summer hours are published each spring by the Office of Human Resources. It is the employee’s responsibility to maintain a designated workspace in a safe condition free from hazards. The university endeavors to maintain internal and external salary equity. Site Development: Digital Strategies (Division of Communications) Working a full-time (40 hours per week) job and a second job in a different organization at the University – An employee that has a full-time (40 hours/week) job at the University is eligible for a secondary job; however the full-time position is always deemed primary. Time spent in training is not compensated if all four of the following criteria are met: (a) attendance is outside of the employee’s regular working hours; (b) attendance is in fact voluntary; © the course, lecture, or meeting is not directly related to the employee’s job; and (d) the employee does not perform any productive work during such attendance. The employee’s duties, obligations, responsibilities and conditions of employment with the university remain unchanged when the agreement involves only a change in work location. Maintain salaries that are externally competitive and internally equitable. If paperwork is delayed past the payroll deadline and requires retroactive pay, base salary can only be backdated up to 30 days. Work performed distinctly separate from or in addition to an employee’s primary position is compensated under certain circumstances. 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. This policy applies to students who are registered with the University of London (the The two hours of travel time on Friday and the two hours of travel time on Saturday are compensable time. 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. Merit increases are effective on July 1 of each year. Human Resources is responsible for determining which job classifications are exempt and non-exempt. 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. 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. All employees, including student workers and part-time employees, are covered by Workers' Compensation. A. Single-day out-of-town travel is considered compensable time, excluding commute home-to-work travel time (this includes alternate work site). 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. An employee regularly works from 8 a.m. to 5 p.m. from Monday through Friday. Phone: (574) 631-5900 Employees who work a regular schedule of between 1 to 39 hours per week. 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. Base pay is the hourly/biweekly/semi-monthly pay an employee receives on a regular basis. Be fiscally responsible. Secondary jobs can be regular staff positions, temporary positions, or on-call positions. Merit may be reflected as an increase to base pay, a lump sum bonus, or a combination of both within the guidelines set forth each fiscal year. 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. 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. However, many departments offer remote work schedules and shifts as appropriate to their needs. The university endeavors to maintain internal and external salary equity. 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. Independent contractors are not University employees and are not paid through Payroll Services or eligible for benefits. 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. At Pitt, we maintain and administer a compensation program that attracts, rewards, and retains a well-qualified workforce. 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). University of Notre Dame Exceptions to the standard starting rate policy will require written justification and review by Human Resource Services. Compensation Policies at Central Michigan University. Unique circumstances regarding job duties, grant funds, or other situations may impact compensation under policies other than this one. The employee will report in person to their supervisor at predetermined times and dates as required for ongoing departmental interactions and will participate in any university required training, meetings, etc. Policy Compensation Structure. Each employee must take responsibility for his or her job performance, professional development, and growth. NOTE: Blended rates for overtime will be used when an employee has two jobs that are compensated at different pay rates. Individuals asked to transfer for career development or business need purposes may be eligible for an increase up to 7.5%. Market adjustments do not occur in conjunction with a change in title, grade, or FLSA status. Indiana is an “at will” employment state. Secondary job guidelines vary depending on the Fair Labor Standards Act exemption status and are as follows: Secondary jobs can be used for non-exempt employees working two part-time jobs or for non-exempt employees working a full-time job and a second job in a different organization at the University. All non-exempt secondary jobs must be paid hourly and not on a salary basis. If the 15th or the last day of the month falls on a weekend or holiday, payday will be the preceding business day. The standard full-time workweek for non-exempt employees is 40 hours. Overtime and Travel Compensation for Non-exempt Employees. When non-exempt employees are required to work on a University recognized holiday (either on the actual holiday or on the day in which that holiday is observed) they can either be given an alternate day off within that pay period or be paid for all hours worked plus holiday time. The Compensation department is accountable for reviewing and maintaining the Staff Classification System and the University’s pay structure. 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. This should be considered when establishing a promotional rate. Compensation Policy. 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. Variable compensation (bonus/incentive) should be coordinated with Human Resources Consultants and Compensation. The employee must continue to make any normal contributions to the cost of the health insurance premiums. Salary, retirement plan benefits, and University-sponsored insurance coverage will not change unless mandated by the number of hours worked. 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 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. 6.13 Workers' Compensation Policy. 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. Compensation Compensation develops and administers the compensation and classification programs that help the UW attract, retain, and motivate UW staff. For example, a 40 hour/week employee is called back to work. The system for determining individual salaries conforms to accepted compensation practices. 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. 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. 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. Policy St. John’s University is committed to attracting, motivating and retaining qualified employees through its compensation programs. 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. 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. The amount of merit is not to exceed the established guidelines available for that fiscal year for any employee. Vanderbilt University is committed to principles of equal opportunity and affirmative action. 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. 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 Office of Human Resources’ Human Resources Consultants (HRC) should be consulted for guidance on various work schedule options. 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. (This is based on regularly scheduled and consecutive work hours). An employee regularly works from 8 a.m. to 5 p.m. from Monday through Friday. If there are extenuating circumstances, a higher increase may be appropriate and requires the Vice President for Human Resources approval. A staff employee may be allowed to instruct an undergraduate or graduate course with Officer level approval. Rationales for considering an equity adjustment are: All market adjustments are subject to Human Resources approval as well as budget constraints. 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. 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. 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. University non-exempt staff employees who are called back to work outside their regular schedule are guaranteed at least two hours of work pay. 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. Part-time (for the purposes of compensation). 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. Salary adjustments will be effective the day they are recorded in the HR/Payroll system. Compensation Policy. These are select employment-related policies with broad application. 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). Normal commute/travel time to work is not compensated. Policy The University of Arizona is committed to maintaining a compensation program that is in compliance with all applicable laws and regulations. Policy Manual Disclaimer Valued and Top performing employees who are at or above the maximum of their market reference range are eligible to receive a merit increase/lump sum bonus. Workers' Compensation is a no-fault benefit to employees of the University who suffer an injury or occupational disease resulting from their work. Supervisors must approve remote work arrangements, and the operating needs of the department must take precedence. Full-time employment is defined as working an average of at least 30 hours per week in total at the University. Appropriate notice of termination should be given by the requesting party to provide adequate time for any alternate arrangements that either party must make. Shift differential is paid only for hours worked and is not included in the calculation of paid time off. 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. Overnight out-of-town travel time is compensated when it is within the employee’s regular workday. Central Michigan University • 1200 S. Franklin St. • Mount Pleasant, Mich. 48859 • 989-774-4000 The system for determining individual salaries conforms to accepted compensation practices. As part of the 05/19/09 resolution, the board authorized staff to reformat and renumber the sections contained in Policy 11. Lump sum payments will not be grossed up and will be included in the employee’s regular payroll check. 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. The alternative work arrangement should support the business operations and not interfere with the needs of the department. 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. 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. 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. We are working to migrate all HR policies to this site. Additional guidelines are available for hiring managers to assist in determining the appropriate pay for employees within the market reference ranges. All rights reserved. Last Updated 6/15 Each manager is also responsible for monitoring the hours of service of each employee to ensure compliance with all applicable policies and regulations. Performance Management All regular (non-temporary) classified employees must have a performance plan, at least one coaching session and an evaluation for each performance cycle. 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. During peak workloads or emergencies, it may be necessary for non-exempt employees to work overtime. 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. as deemed necessary by management. Ensure retention of talented staff. NOTE: Temporary employees are considered external applicants when applying for regular University employment and must follow established selection procedures for external applicants. 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 work hours on Monday and Tuesday are also compensable time. Employees temporarily performing higher level work can be compensated in lump sum payments. The Human Resource Policy Manual is not intended to be a contract of employment, express or implied, between any employee and the University of Notre Dame. All exempt and non-exempt staff members are paid on the 15th and the last day of each month. 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. The employee is responsible for ensuring all items are properly used and maintained. Shift differential is based on the nature of the work and industry standard for the particular department. Vanderbilt®, Vanderbilt University®, V Oak Leaf Design®, Star V Design® and Anchor Down® are trademarks of The Vanderbilt University, Sign up for ‘Rooted in Learning,’ new weekly newsletter from Employee Learning and Engagement, Human Resources announces well-being initiatives, Human Resources launches new career and compensation website, Applications for Vanderbilt Leadership Enrichment accepted through Nov. 30, Information sessions for new career and compensation framework announced, Origami - Occurrence/Incident Reporting and First Report of Work Injury, Site Development: Digital Strategies (Division of Communications). 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. The University is committed to providing managers with the tools, training and information necessary to make sound compensation decisions. 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. Compensation received for overload jobs is not eligible for benefits. Work hours, overtime compensation, and vacation schedule conform to applicable personnel policies. Factors indicating that payment should be made as independent contractor rather than employee include: Employee and Manager Responsibilities Related to Pay. Compensation for this additional work should be similar to that of an adjunct faculty for comparable instruction. Employees who work a regular schedule of 40 hours per week. 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 … 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 must be free of any inference or conflict of interest and may not interfere with the person’s primary position. Refund and Compensation Policy . 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. 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. 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. Overload jobs are used for full-time (40 hours per week) exempt employees only. Merit increases outside of the July 1 annual merit cycle requires Executive Vice President/Provost approval. Part-time employment is defined as working an average of less than 30 hours per week in total at the University. Pay for Performance/Merit – Merit increases based on employee’s performance generally take effect on July 1 of each year. 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. This does not apply when an employee still at work is asked to continue working past the normal quitting time. In the meantime, for a comprehensive set of policies, please consult the Classified Staff Human Resources Policy Manual or University Handbook for Appointed Personnel. Compensation Philosophy 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 … Applies to Exempt and Non-Exempt Staff. 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. Job responsibilities, standards of performance, and performance evaluations remain the same as when working at the regular university work site. Consideration of a more appropriate relationship between the salaries of existing employees and the relevant market. The Compensation function supports managers and employees with information and solutions on direct pay issues. This means that either the employee or the University may end the employment relationship at any time without cause. Note: If the training is required by law and is outside of regular working hours, then the time is not considered compensable time. Provide knowledge or skills to perform new duties and responsibilities in the employee’s current position. Statement The terms defined in this policy apply to the University’s compensation policies and procedures. A “Limited Term Employee Offer Letter” must be used when hiring an individual in a limited term position. Another organization at the University can hire the employee on a part-time basis in a secondary job. Regular meal period time is not considered compensable time while traveling. Non-exempt staff employees for whom their regularly scheduled shift includes at least six (6) consecutive hours starting no earlier than 2:00 p.m. and no later than 2:00 a.m. should receive shift differential payment. Compensation Policy & Procedure The University's compensation administration is designed to attract, motivate, and retain employees. If travel time is outside of normal working hours and the employee is required to drive, the time is compensated. The employee leaves Friday at 8 a.m., works the remainder of Friday and Saturday morning, and returns on Saturday at 2 p.m. Many factors should be considered when determining a promotional pay increase. Limited term employees receive benefits following the same policies as a regular employee and are “at will” employees. 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). 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. 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.
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