Explore Policies & Procedures

Subject to certain exceptions outlined within this policy, the University will not discharge or discriminate against any employee or applicant for employment because the employee or applicant has inquired about, discussed, or disclosed their own compensation or the compensation of another employee or applicant.

Hourly-paid staff required to work an evening shift will receive a $.75 per hour shift differential. Hourly-paid staff required to work the night shift will receive $1.00 per hour shift differential. The shift differential is paid in addition to the regular hourly rate for all hours worked on the shift.

On occasion, hourly paid staff may be required to work outside of their current classification or assume additional responsibilities for a short-term period of up to four weeks. The work to be performed must be documented and reviewed by Human Resources and approval from the primary department must be obtained prior to a commitment being made.

This onboarding program is mandatory for all new staff and those who have been rehired. Those employees changing from non-bargaining unit positions into bargaining unit positions will need to attend the session related to their bargaining unit. Faculty members may attend the general onboarding program upon request.

All programs involving transfer of responsibility for supervision and control of minors and children from parents or guardians to the University (or to a third party permitted by contract to use University facilities for such programs) and meeting the further definitions in this section must comply with the minimum standards for such programs as defined by the University in this policy.

Orderly pay and benefits administration as well as compliance with state and federal regulations require that a record of actual hours worked be maintained on a daily basis for all nonexempt (hourly-paid) staff. Accurate records of paid non-work time (with the exception of sick time, unless it is the beginning of a disability) must also be maintained for exempt (salaried) staff.

This policy establishes guidelines and procedures for compensation administration, in compliance with federal and state labor laws.

The University establishes and maintains schedules of work which are compatible with the needs of its diverse operating units and in compliance with government laws and regulations.

Situations requiring overtime pay should be avoided whenever possible. When work demands require a staff member to work in excess of 40 hours in a work week the staff member is eligible for and must be paid overtime pay at a rate of one and one-half times the employee's regular hourly rate of pay for the work week.

This policy's purpose is to define the classifications of data, introduce some appropriate handling measures, and present the required security controls associated with the data classification to establish consistency across the organization.