How do I create a new position in my department? How do I request a reclassification? What is an on-site / desk audit? How do I get promoted? How does my salary increase? What is a demotion? Who is an exempt employee? Who is a non-exempt employee? How do I find out whether I am an exempt or non-exempt employee? What is overtime, who is eligible and how do you get compensated for overtime? What is an equity adjustment?
An audit is required when a department wants to add a new position. The department has to first determine the job code/ title to be added. If the department is not sure about the job code/ title that best fits the position they want to add, the department should contact compensation section.
Once the job classification has been identified, the department needs to complete the new position audit paperwork and forward it to the compensation section. For more information, please refer to the position audit process.
An audit is required to reclassify a particular position. An employee should work with his/her supervisor to request a review of his/her job when there has been a substantial change in the duties and responsibilities assigned to the position. Departmental Head or supervisor of the position should submit the reclassification audit paperwork to compensation section. For more information, please refer to the position audit process.
An on-site / desk audit may be necessary when sufficient information cannot be gathered by audit questionnaires. It is a tool used by compensation analysts to gather first hand information about the particular position. It involves position review with an employee or his/her supervisor or both. It is usually in the form of an interview that is designed to highlight the key responsibilities and scope of the position.
A promotion is a change in the duties of an employee, and a change from one classification to another classification involving/requiring increased responsibility and a higher salary range. A promotion may result from a change in position or a reclassification. To be considered for a promotion, an employee must meet the minimum qualifications for the proposed job classification as outlined in the approved job description.
- Discretionary salary increases: If the University has funds available, they are provided to departments to distribute to employees. The funds can be distributed on the basis of merit (i.e., performance), equity (i.e., adjustments based on the salaries of others doing similar work for more pay or changes in the labor market), cost of living, or compression (i.e., salaries for different levels of work getting too close).
- Mandatory salary increases: The University Administration or the state legislature may require pay for all employees or specific groups of employees to be raised a certain amount, either a specific dollar amount or a percent of existing salary.
- Promotion: You may apply for jobs within The University that have higher salaries. For regular, non-academic, benefits eligible employees, The University has a rule that you must be in a job for six months before you can apply for a job in a different department. You must meet the qualifications for a job before you can be hired into it.
The movement of a position to a classification with less complex duties and responsibilities and with a lower minimum and maximum salary range.
Exempt Employee refers to an employee who, because of his/her duties, responsibilities and level of salary and is employed in a bona fide executive, administrative or professional capacity, is exempt from the overtime provisions of the Fair Labor Standards Act. Exempt employees are not required to maintain weekly time cards and generally do not receive overtime pay for work performed in excess of the normal workweek.
Nonexempt Employee refers to an employee who, because of his/her duties and responsibilities is subject to the overtime provisions of the Fair Labor Standards Act. This employee is required to maintain semi-monthly/monthly time cards and will be paid at one and one-half times the hourly rate or will be granted compensatory time at a rate of time and a half for work performed in excess of 40 hours during the normal work week.
Employees should refer to the University's Classified Pay Plan for the current fiscal year to find out their FLSA Status. The Classified Pay Plan is available on the web at Pay Plan and Job Descriptions.
Work performed in excess of 40 hours during the normal work-week is overtime. Non-exempt employees are eligible for overtime. The employee will be paid at one and one-half times the hourly rate or will be granted compensatory time at a rate of time and a half for the hours worked in excess of the 40 hour per week limit.
Equity adjustment is a salary change outside of the normal salary programs (promotions, reclassifications, merits, state and university mandated increases) to address issues such as attracting qualified candidates, external pressure in high demand areas, internal equity and/or retention considerations.