Upon hire, your employment will be assigned a specific classification.  Classifications are defined as follows:

• Exempt Employees:  Personnel whose jobs are classified under the Fair Labor Standards Act as being of an Executive, Professional or Administrative nature. These employees are not eligible for Overtime payments.

• Nonexempt Employees:  Personnel whose job duties qualify them for coverage under the Fair Labor Standards Act.   These employees are eligible for Overtime payments.

Your employment will be further defined as follows:

• Regular Full-Time: This describes the employment of those persons who are regularly- scheduled to work at least thirty-five (35) hours in a work week. As a Regular Full-Time employee, you may be eligible for all of the benefits described in this Handbook.
• Temporary Full-Time:  This describes the employment of those full-time persons who are hired to work at least thirty-five (35) hours per week but not for a period of time that exceeds six (6) months (unless an extension is requested of and granted by Human Resources) and in no event more than one year.  Temporary Full-time personnel are not eligible for any benefits.  [Additionally, the policies, procedures and practices outlined herein may or may not apply to those employed on a temporary basis.  Decisions regarding this will be made on a case by case basis.]

Most job bands include many different job categories and job families. Each job band is assigned a salary range. The salary range structure specifies the minimum base salary and the maximum base salary that should be paid for any job in that corresponding job band.  In addition, each salary range is based primarily on the market value of jobs in that band as well as internal relationships between job band within the University.

The University has traditionally established a percentage guideline for annual increases, based on a variety of economic factors that employees may be eligible for in June.

A promotion occurs when you move to a job in a higher job band than your current job. Factors such as internal equity and the external market are important considerations in determining the amount of the salary increase. Human Resources works with the department to determine the exact amount of the promotional salary offer. If you are promoted one band, you could receive a promotional increase in line with the most recent general increase in the salary pool. However, if you are promoted two or more bands, a factor greater than the amount for a one band promotion may be given. If the promotional increase does not take you to the minimum of your new salary range, your salary would be further increased to that minimum.  If the promotional increase takes you beyond the maximum of your new salary range, you would be limited to that maximum.

A demotion occurs when you move to a job in a lower job band than your current job.  If the demotion is a result of your request, and your salary is within the range of the lower band job, your salary normally will not be reduced. If your salary is above the maximum of the lower band job, your salary would be reduced to this maximum. The one exception is a demotion within one year of a promotion.  In this case, you would normally return to the salary you were earning prior to the promotion, plus any annual increase adjustment to your old rate.

A lateral transfer occurs when you move from one position to another within the same salary band.  In a lateral transfer, there is typically no change in your salary, subject to the application of internal equity considerations.

Please be reminded that the final decision on the amount of any salary change comes from a consensus reached by the department and Human Resources.