General University Reference Utility
POLICY'S INITIAL DATE: March 10, 1961
THIS VERSION EFFECTIVE: July 1, 2009
This policy establishes uniformity within a work unit and between work units in setting wage payroll rates of pay.
It shall be the responsibility of the dean or administrative officer to establish the hourly rate to be paid each wage payroll employee hired in the work unit. In no event shall the rate be less than the minimum wage. It should be remembered that the rate paid on an hourly basis is determined by the duties of the work to be performed. Therefore, it is possible that an individual might work in the same area at different times and receive a different rate each time, if the work performed differs in level.
The hourly rate is established by first comparing the work to be performed with classified technical-service jobs of a similar nature. Then a specific rate is determined within the range of the appropriate level, keeping in mind the position-related experience of the person being hired.
|Level One (approximates grades 12 through 9):||$7.25||$10.40|
|Level Two (approximates grades 8 through 6):||$7.50||$12.75|
If it is determined that the work does not approximate jobs in grades 12 through 6, a special rate is established in accordance with the section EXCEPTIONAL RATES below.
The hourly rate is established by first comparing the work to be performed with classified staff jobs of a similar nature. Then a specific rate is determined within the range of the appropriate level, keeping in mind the position-related experience of the person being hired.
|Level One (approximates grades 11 through 15 or Support Competency Level 1):||$7.25||$13.13|
|Level Two (approximates grades 16 through 18 or Support Competency Levels 2 and 3):||$10.48||$18.02|
|Level Three (approximates grades 19 through 22 or Support Competency Levels 4 and 5):||$14.23||$22.82|
If it is determined that the work does not approximate jobs in grades 11 through 22, a special rate is established in accordance with the section EXCEPTIONAL RATES below.
If it is necessary to establish an exceptional rate because of an unusual skill, unusual duty to be performed, or special circumstance, the Employment and Compensation Division should be consulted.
Students shall not be paid less than minimum wage.
The Fair Labor Standards Act requires that all work paid on an hourly basis is subject to the overtime provisions of the law, even if the work is similar to exempt jobs.
When an employee in a wage payroll position is employed in more than one part-time position or is paid from more than one budget and works more than forty hours in a work week for the University, the Human Resources Representative(s) of the work unit(s) involved shall be responsible for determining the budget(s) to which the overtime pay shall be charged.
A wage payroll employee shall not receive any paid time off for University holidays, "weather days," vacation, sick days, etc., unless the employee meets the criteria for wage payroll earned time (see HR05).
HR05 - "Regular" and "Nonregular" University Employees
7/1/09 - Increased minimum wage rate.
2/7/08 - Added support competency levels to Rates for Staff Types of Work section; Added a Cross References section
7/1/07 - Increased minimum wage rate.
10/23/06 - Increased rates.