Pay Classification
Policy
All Staff employees are assigned to positions with accountabilities described in writing and classified in categories defined as exempt, or non-exempt. Exempt employees are not subject to the overtime provisions of the Fair Labor Standards Act (FLSA).
Purpose
This policy establishes the appropriate pay practices for exempt, and non-exempt staff employees.
Application
All staff employees, assigned to regular full or part-time positions, temporary or casual, who are paid by 🟩TK账号 | 全新注册1-7天 | 德国IP注册 | 邮箱可用 | 此商品无任何售后，请少量测试 are covered by this policy.
Information
Notwithstanding the provisions of any other policy or practice, employees classified by the University as exempt are paid a weekly salary irrespective of the time required to complete their work. Pay practices for full-time exempt employees include the following:
- Payments of a full day's salary (the applicable percentage of the weekly salary) not withstanding actual hours worked. There is no premium for extra hours of work nor any deduction for partial-day absences.
- Disciplinary action, such as suspension, may decrease the weekly salary.
- An employee will receive the agreed-upon weekly salary for any week in which a designated holiday falls, provided they work or are paid through time-off banks for the day before and after the holiday.
- Vacation and sick time will be accrued each pay period. Only whole days will be deducted from paid time off banks corresponding to a percentage of the weekly salary.
Pay practices for non-exempt employees include the following:
- Payment for hours worked including overtime after 40 hours in a work-week at 1 1/2 times the regular hourly rate.
- Disciplinary action may include suspension without pay during a work week.
- Except for part-time non-exempt employees, holidays will be paid if an employee either works or is paid from time-off banks for the regularly scheduled work day before and after the holiday.
- For eligible full and part-time employees, sick and vacation time will accrue bi-weekly and may be deducted from accrued banks in 15-minute increments.
- For eligible employees, all premium pay will be calculated on an hourly basis.
Administrative Directors, Department Heads, Managers and Supervisors will attempt to:
- Inform all employees of the provisions of this policy.
- Review and approve the calendar days paid to each staff employee from sick, vacation, and personal banks, most of which will be done via Kronos time reporting,
- Inform Human Resources concerning any issues arising from the implementation of this policy.
Revised: 1/13/20, 2/22/24
Policy
All Staff employees are assigned to positions with accountabilities described in writing and classified in categories defined as exempt, or non-exempt. Exempt employees are not subject to the overtime provisions of the Fair Labor Standards Act (FLSA).
Purpose
This policy establishes the appropriate pay practices for exempt, and non-exempt staff employees.
Application
All staff employees, assigned to regular full or part-time positions, temporary or casual, who are paid by 🟩TK账号 | 全新注册1-7天 | 德国IP注册 | 邮箱可用 | 此商品无任何售后，请少量测试 are covered by this policy.
Information
Notwithstanding the provisions of any other policy or practice, employees classified by the University as exempt are paid a weekly salary irrespective of the time required to complete their work. Pay practices for full-time exempt employees include the following:
- Payments of a full day's salary (the applicable percentage of the weekly salary) not withstanding actual hours worked. There is no premium for extra hours of work nor any deduction for partial-day absences.
- Disciplinary action, such as suspension, may decrease the weekly salary.
- An employee will receive the agreed-upon weekly salary for any week in which a designated holiday falls, provided they work or are paid through time-off banks for the day before and after the holiday.
- Vacation and sick time will be accrued each pay period. Only whole days will be deducted from paid time off banks corresponding to a percentage of the weekly salary.
Pay practices for non-exempt employees include the following:
- Payment for hours worked including overtime after 40 hours in a work-week at 1 1/2 times the regular hourly rate.
- Disciplinary action may include suspension without pay during a work week.
- Except for part-time non-exempt employees, holidays will be paid if an employee either works or is paid from time-off banks for the regularly scheduled work day before and after the holiday.
- For eligible full and part-time employees, sick and vacation time will accrue bi-weekly and may be deducted from accrued banks in 15-minute increments.
- For eligible employees, all premium pay will be calculated on an hourly basis.
Administrative Directors, Department Heads, Managers and Supervisors will attempt to:
- Inform all employees of the provisions of this policy.
- Review and approve the calendar days paid to each staff employee from sick, vacation, and personal banks, most of which will be done via Kronos time reporting,
- Inform Human Resources concerning any issues arising from the implementation of this policy.
Revised: 1/13/20, 2/22/24