Compensation http://hr.uw.edu/comp Compensation develops and administers the compensation and classification programs that help the UW attract, retain, and motivate UW staff. Wed, 20 Dec 2017 21:33:48 +0000 en-US hourly 1 https://wordpress.org/?v=4.9.2 http://hr.uw.edu/comp/wp-content/uploads/sites/5/2016/05/cropped-site-identity-32x32.png Compensation http://hr.uw.edu/comp 32 32 January 1, 2018 Minimum Wage Increase http://hr.uw.edu/comp/2017/12/05/january-1-2018-minimum-wage-increase/ Tue, 05 Dec 2017 22:50:35 +0000 http://hr.uw.edu/comp/?p=1600 Effective January 1, 2018, the UW’s minimum wage will increase from $15.00 per hour to $15.45 per hour per the City of Seattle schedule. This process will be managed centrally […]

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Effective January 1, 2018, the UW’s minimum wage will increase from $15.00 per hour to $15.45 per hour per the City of Seattle schedule. This process will be managed centrally with changes implemented by batch upload in the Integrated Service Center (ISC) in early January after the 12/31/2017 payroll has been calculated. Employees will see the increase on their 1/25/18 paycheck.

The minimum wage increase up to $15.45 per hour applies to all classified positions, hourly or salaried. The range minimums for classified jobs will be brought up to the nearest step above the new minimum.

This wage increase also applies to staff and student positions, including both job codes 10875-Student Assistant (Seattle & Bothell campuses) and 11836-Student Assistant-Non-UW Student as well as hourly workers in job codes 10886-Reader/Grader, 10887-Tutor, 10868-Undergraduate Teaching Assistant, and 10869-Undergraduate Research Assistant. This also applies to job code 11863, Temporary Staff – Helper. (Note: An exception for job code 10888-Student Assistant-UWT is detailed below.)

Exception for UW Tacoma: UW Tacoma is following the City of Tacoma minimum wage schedule, but only for student hourlies. As of 1/1/18 all UW Tacoma students assigned to job code 10888-Student Assistant-UWT (Tacoma campus) will need to be paid at least the City of Tacoma $12.00 per hour minimum for this job profile.
The City of Tacoma has additional minimum wage increases scheduled as follows:

– January 1, 2019: adjustment based on the rate of inflation
– January 1, 2020: if the City of Tacoma minimum will be less than $13.50 it will adjust to the state minimum of $13.50

After the payroll calculation for the pay period ending 1/15/2018 there will be a post-audit check to find any employees paid below the new minimums.

Please plan for the budgetary impact of the new pay range.

To assist with the revision or development of a departmental practice for student employee pay and classification, the Student Employee Pay and Classification Schedule is available at: http://hr.uw.edu/comp/student-employees/.

All other student wage adjustments will be discretionary and will require online payroll action. Departments may initiate discretionary adjustments within the revised pay range based upon equity, longevity, merit, market conditions, recruitment difficulties, or salary compression with other students receiving minimum wage adjustments.

Questions regarding the content of this communication may be referred to Human Resources Compensation at uwhrcomp@uw.edu

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January 1, 2017 Minimum Wage Increase http://hr.uw.edu/comp/2016/12/09/january-1-2017-minimum-wage-increase/ Fri, 09 Dec 2016 19:25:36 +0000 http://hr.uw.edu/comp/?p=1270 DATE: December 9, 2016 TO: Payroll Coordinators FROM: UW Human Resources Compensation SUBJ: January 1, 2017 Minimum Wage Increase Please make note of the following items: The minimum wage increase […]

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DATE:
December 9, 2016
TO:
Payroll Coordinators
FROM:
UW Human Resources Compensation
SUBJ:
January 1, 2017 Minimum Wage Increase

Please make note of the following items:

  • The minimum wage increase goes into effect for hours earned beginning 1/1/2017.
  • The increase up to the new minimums will be automatic and implemented centrally for hourly-paid employees a few days after the 12/31/2016 payroll has been calculated.
  • All hourly-paid employees making $15.00 or less will be automatically updated for the pay period ending 1/15/2017. Note the exception for job code 0888-Student Assistant-UWT included below.
  • Minimum step value changes for employees in classified staff classifications below the 1/1/2017 $2,600 per month minimum wage rate are provided on the 1/1/2017 Minimum Step Values with Monthly and Hourly Rates list.
  • The following job classes, currently residing on ranges where all steps values are below the upcoming $15.00 per hour minimum wage change, will receive the following range adjustments as negotiated effective 1/1/2017: job codes 8504 and 8636-Check Stand Operator, will be adjusted from BI-23 to BI-25; job code 7176-Sports Equipment Attendant 1, will be adjusted from B4-18 to B4-24; job code 7177-Sports Equipment Attendant 2, will be adjusted from B4-19 to B4-25.
  • Please note that all students assigned to job codes 0875-Student Assistant (Seattle & Bothell campuses) and 1836-Student Assistant-Non-UW Student after 1/1/2017 will need to be paid at least the new 1/1/2017 minimum wage rate of $15.00 per hour.
  • All UW-Tacoma students assigned to job code 0888-Student Assistant-UWT (Tacoma campus) after 1/1/2017 will need to be paid at least the City of Tacoma $11.15 per hour minimum for this job class.
  • Hourly workers in job codes 0886-Reader/Grader, 0887-Tutor, 0868-Undergraduate Teaching Assistant, and 0869-Undergraduate Research Assistant will also be going to the $15.00 per hour rate, as negotiated with UAW, and will be updated centrally.
  • After the payroll calculation for PPE 1/15/2017 there will be a post-audit check to find any employees paid below the new minimums.

Washington State Minimum Wage. On November 8, 2016, Initiative 1433 Minimum passed, amending the Washington State Minimum Wage to go up in four stages:

  • January 1, 2017 $11.00 per hour
  • January 1, 2018 $11.50 per hour
  • January 1, 2019 $12.00 per hour
  • January 1, 2020 $13.50 per hour

Because the minimum wage at the University of Washington has been tracking with the City of Seattle minimum wage ordinance, the UW minimum will be higher than the new state minimums passed on Nov 8, 2016. There is one exception: UW Tacoma will follow the City of Tacoma minimum wage ordinance for student hourlies in job code 0888, which will go up in the following stages:

  • January 1, 2017 $11.15 per hour
  • January 1, 2018 $12.00 per hour
  • January 1, 2019 – adjusted annually by the rate of inflation
  • January 1, 2020 – if the City of Tacoma minimum will be less than $13.50 it will adjust to the state minimum of $13.50

Please make sure you carefully read all details included below.


Minimum Step Value Changes for Classified Staff

Minimum step value changes for classified staff classifications below the 1/1/2017 $2,600 per month minimum wage rate are provided on the 1/1/2017 Minimum Step Values with Monthly and Hourly Rates list.

Payscales and Other Details

As indicated in the message below, the minimum wage for students and temporary workers at UW-Seattle and UW-Bothell will increase on January 1, 2017, from $13.00 per hour to $15.00 per hour; the UW-Tacoma minimum wage for students and temporary workers will go up to $11.15 per hour in accordance with the City of Tacoma minimum wage ordinance.

The Student Employee Pay Schedule will be updated to reflect this change:

Student Employee Pay Schedule (Effective 1/1/16 – 12/31/16)
1/1/16 Class Title 1/1/16 Class Code 1/1/16 Pay Range
Student Assistant (Seattle & Bothell) 0875 $13.00 – $25.54
Student Assistant-UWT (Tacoma) 0888 $11.00 – $25.54
Student Assistant-Non-UW Student 1836 $13.00 – $21.61
Revised Student Employee Pay Schedule (Effective 1/1/17)
1/1/17 Class Title 1/1/17 Class Code 1/1/17 Pay Range
Student Assistant (Seattle & Bothell) 0875 $15.00 – $29.47
Student Assistant-UWT (Tacoma) 0888 $11.15 – $29.47
Student Assistant-Non-UW Student 1836 $15.00 – $21.61

Please plan for the budgetary impact of the new pay range.

To assist with the revision or development of a departmental practice for student employee pay and classification, the Student Employee Pay and Classification Schedule is available at:

http://hr.uw.edu/comp/student-employees/

The January 1, 2017, student employee pay schedule will be implemented as follows:

  1. Pay increases for students paid below $15.00 per hour (UW-Seattle & UW-Bothell), and below $11.15 per hour (UW-Tacoma) will be implemented centrally through HEPPS and will be reflected in paychecks beginning January 25, 2017.
  2. All other student wage adjustments will be discretionary and will require online payroll action. Departments may initiate discretionary adjustments within the revised pay range based upon equity, longevity, merit, market conditions, recruitment difficulties, or salary compression with other students receiving minimum wage adjustments.

Questions regarding the content of this communication may be referred to Human Resources Compensation at uwhrcomp@uw.edu.

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December 1, 2016 Changes On Hold Due to Legal Challenge http://hr.uw.edu/comp/2016/12/01/december-1-2016-changes-on-hold-due-to-legal-challenge/ Thu, 01 Dec 2016 21:18:59 +0000 http://hr.uw.edu/comp/?p=1261 Update: Due to pending legal action, changes to the “salary basis minimum” that had been scheduled to take effect December 1, 2016 have been delayed until further notice. On November […]

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Update: Due to pending legal action, changes to the “salary basis minimum” that had been scheduled to take effect December 1, 2016 have been delayed until further notice.

On November 22, 2016, a U.S. District Court judge from Texas issued a preliminary nationwide injunction postponing the effective date of the U.S. Department of Labor’s (DOL) changes to the Fair Labor Standards Act (FLSA). This ruling was in response to a legal challenge brought by a coalition of more than 50 business groups and 21 state attorneys general.

Until the legal challenge has been resolved, UW will not be making any changes to overtime eligibility designations, job codes, and time tracking requirements that had been otherwise scheduled to take effect December 1, 2016. Administrators should continue to apply the current salary basis level of $455 per week ($23,660 per year) and continue to follow the timekeeping practices that were in place prior to December 2016.

Learn More about FLSA overtime eligibility and exemption

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Classified Staff Pay Increases Effective July 1, 2016 – HR Administrators and Managers http://hr.uw.edu/comp/2016/07/11/classified-staff-pay-increases-effective-july-1-2016-hr-administrators-and-managers/ Tue, 12 Jul 2016 03:38:47 +0000 http://hr.uw.edu/comp/?p=807 DATE: July 11, 2016 TO: HR Administrators and Managers HR Department Staff FROM: Human Resources Compensation SUBJ: July 1, 2016 Classified Staff Pay Increases This communication provides information about centrally […]

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DATE:
July 11, 2016
TO:
HR Administrators and Managers
HR Department Staff
FROM:
Human Resources Compensation
SUBJ:
July 1, 2016 Classified Staff Pay Increases

This communication provides information about centrally implemented pay increases for contract classified and classified non-union staff effective July 1, 2016. It also contains information to let you and your staff know about classified staff pay changes that need to be input manually.

The amount of the classified staff across-the-board adjustment received is dependent upon payscale placement of the job classification effective 7/1/2016 as follows:

  • The greater of approximately 1.8% or 1% + $20 for job classifications on paytable C1.
  • Approximately 1.8% for job classifications on paytables C0, C3, C8, CA, CB, CC, CD, CE and CF.
  • Approximately 2.0% for job classifications on paytables B0, B4, B6, B7, BA, BB, BH, BI, BK, BL, BM, BN, BP, BV and BX.
  • Approximately 3.0% for job classifications on paytables BC, BD, BE, BF, BG, BJ, BQ, BR, BS and BW.
  • New paytables B1, B3, B5, B8 and BY also provide for approximately a 3.0% increase for job classifications on these table effective 7/1/2016.

The lists of job titles included with the Compensation Plan Documents show which pay table each job is assigned to as of 7/1/2016.

*** NOTE: PAYROLL CUTOFF DATE ***

July 13, 2016 is the last day for OPUS entry changes to appear in the time reporting system for the July 25 paycheck.

Following distribution of this communication, information will be sent to departmental payroll coordinators via the UW Payroll Office payroll coordinators list that will include the compensation plan documents.

The Compensation Plan Documents are:

  • Two versions of the list of classified job titles and their pay ranges, etc., one sorted alphabetically by job title and one sorted by job code, and
  • A set of 40 payscale tables: 35 that existed before July 1, 2016, and 5 new ones that were created effective July 1, 2016.

Please see the payroll coordinator communications for more details.

In addition to the items provided to payroll coordinators, Human Resources Compensation is providing two reports which list employees whose salaries are not changed centrally. Manual changes may need to be made at the department level for employees on these lists:

PLEASE NOTE: These reports are sorted by major organization name and appointing department name and include data for all major organizations within the University of Washington. Please extract the data for your specific major organization/unit out of these files and provide it to your payroll coordinators as appropriate.

The OFF Step Report includes employees who were “OFF” step as of June 30, 2016. Adjustments for employees on “OFF” step require coordination with your HR Operations unit to determine the increased monthly rate.

Keep in mind that employees who are OFF step and whose rate is above the new top incremental step are not eligible for the across-the-board adjustment if their salary is frozen (i.e., Y-rated or redlined).

The Fixed-Duration Appointment Report includes employees who are currently in fixed-duration appointment job codes 7777, 8600, 8601, or 8888. Employees in these job codes will receive across-the-board increases — the same as the job they are filling in for — effective July 1, 2016.

In addition, please note that the monthly minimum rate for the fixed-duration appointment job codes has been increased to be no less than $2,253 per month (which is equal to $13 per hour). All employees on fixed-duration appointments should be paid at least the new minimum of $2,253 per month. Reminder: Adjustments for employees on both the OFF Step Report and the Fixed-Duration Report are NOT automatic and must be entered manually in the OPUS system.

Temporary Hourly Employees

While there are no across-the-board wage changes for temporary employees, they do need to be paid at least the minimum of the range for their job class.

After the July 25, 2016 payday, HR will notify departments if they have temporary hourly employees whose hourly rate was below the new minimum of the range. Departments will need to adjust the hourly rate for hourly employees whose pay falls below the new range minimum up to at least the new minimum hourly rate, with an effective date of July 1, 2016. Departments should identify and make these changes in time for them to be included in the July 25, 2016 payday.

Questions

Questions regarding these items should be directed to Human Resources Compensation by email at ocpsp@uw.edu.

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Classified Staff Pay Increases Effective July 1, 2016 – Payroll Coordinators http://hr.uw.edu/comp/2016/07/11/classified-staff-pay-increases-effective-july-1-2016-payroll-coordinators/ Tue, 12 Jul 2016 03:37:36 +0000 http://hr.uw.edu/comp/?p=804 DATE: July 11, 2016 TO: Payroll Coordinators FROM: Human Resources Compensation SUBJ: July 1, 2016 Classified Staff Pay Increases This communication provides information about centrally implemented pay increases for contract […]

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DATE:
July 11, 2016
TO:
Payroll Coordinators
FROM:
Human Resources Compensation
SUBJ:
July 1, 2016 Classified Staff Pay Increases

This communication provides information about centrally implemented pay increases for contract classified and classified non-union staff effective July 1, 2016. It also contains information to let you and your staff know about any classified staff pay changes that need to be input manually.

The amount of the classified staff across-the-board adjustment received is dependent upon payscale placement effective 7/1/2016 as follows:

  • The greater of approximately 1.8% or 1% + $20 for job classifications on paytable C1.
  • Approximately 1.8% for job classifications on paytables C0, C3, C8, CA, CB, CC, CD, CE and CF.
  • Approximately 2.0% for job classifications on paytables B0, B4, B6, B7, BA, BB, BH, BI, BK, BL, BM, BN, BP, BV and BX.
  • Approximately 3.0% for job classifications on paytables BC, BD, BE, BF, BG, BJ, BQ, BR, BS and BW.
  • New paytables B1, B3, B5, B8 and BY also provide for approximately a 3.0% increase for job classifications on these table effective 7/1/2016.

The lists of job titles included with the Compensation Plan Documents show which pay table each job is assigned to as of 7/1/2016.

1. 7/1/2016 Compensation Plan and Pay Table Adjustments

The Compensation Plan Documents are:

  • Two versions of the list of classified job titles and their pay ranges, etc., one sorted alphabetically by job title and one sorted by job code, and
  • A set of the 40 payscale tables that were (35 existing and 5 new) updated effective July 1, 2016. The compensation plan information on the web will be updated in late July.

A brief synopsis of compensation plan changes follows:

  • Across-the-board increases of the greater of approximately 1.8% or 1% + $20 for job classifications on paytable C1.
  • Across-the-board increases of approximately 1.8% for job classifications on paytables C0, C3, C8, CA, CB, CC, CD, CE and CF.
  • Across-the-board increases of approximately 2.0% for job classifications on paytables B0, B4, B6, B7, BA, BB, BH, BI, BK, BL, BM, BN, BP, BV and BX.
  • Across-the-board increases of approximately 3.0% for job classifications on paytables BC, BD, BE, BF, BG, BJ, BQ, BR, BS and BW.
  • New paytables B1, B3, B5, B8 and BY also provide for across-the-board increases of approximately 3.0% for job classifications on these table effective 7/1/2016.

2. Employees OFF Step or in Fixed-Duration Appointments

Although the adjustments listed above will be made centrally through the payroll system, some departments have employees who are “OFF” step or in fixed-duration appointment job codes 7777, 8600, 8601, or 8888. The pay rate for each of these employees will need to be reviewed to verify that its rate has been adjusted appropriately. Employees in fixed-duration appointment job codes should receive across-the-board increases — the same as the job they are filling in for — effective July 1, 2016.

Adjustments for employees on “OFF” step require coordination with your HR Operations unit to determine the increased monthly rate.

Keep in mind that employees who are OFF step and whose rate is above the new top incremental step are not eligible for the across-the-board adjustment if their salary is frozen (i.e., Y-rated or redlined).

Employees who are OFF step on recruiting and retention temporary salary increases (R&R TSIs) should receive the percentage that will be communicated to the administrators of departments with employees on R&R TSIs.

In addition, please note that the monthly minimum rate for the fixed-duration appointment job codes has been increased to be no less than $2,253 per month (which is equal to $13 per hour). All employees on fixed-duration appointments should be paid at least the new minimum of $2,253 per month.

Reminder: Adjustments for employees on the OFF Step Report or the Fixed-Duration Report are NOT automatic and must be entered manually in the OPUS system.

Temporary Hourly Employees

While there are no across-the-board wage changes for temporary employees, they do need to be paid at least the hourly rate of the range minimum for their job class.

After the July 25, 2016 payday, HR will notify departments if they have temporary hourly employees whose hourly rate was below the new minimum of the range. Departments will need to adjust the hourly rate for hourly employees whose pay falls below the new range minimum up to at least the new minimum hourly rate, with an effective date of July 1, 2016.

Departments should identify and make these changes in time to be included in the July 25, 2016 payday. Changes up to at least the minimum pay rate of the new range will be required retroactively to July 1, 2016 for any employees who are missed.

Effective Date of Changes

PLEASE NOTE: These changes are effective July 1, 2016 and, as such, will not be reflected in employee paychecks until the July 25, 2016 payday.

Questions

Questions regarding these changes should be directed to Human Resources Compensation by email at ocpsp@uw.edu.

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Proposed FLSA Changes http://hr.uw.edu/comp/2016/06/16/proposed-flsa-changes/ Thu, 16 Jun 2016 23:57:20 +0000 http://hr.uw.edu/comp/?p=674 New! Briefing document on proposed Department of Labor updates to the Fair Labor Standards Act. Discover the changes.

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New! Briefing document on proposed Department of Labor updates to the Fair Labor Standards Act.
Discover the changes.

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2015-17 SEIU 1199NW Contract Pay Increases and Premium Pay Changes Effective February 1, 2016 http://hr.uw.edu/comp/2016/02/22/2015-17-seiu-1199nw-contract-pay-increases-and-premium-pay-changes-effective-february-1-2016/ Tue, 23 Feb 2016 01:29:04 +0000 http://hr.uw.edu/comp/?p=810 DATE: February 12, 2016 TO: HR Administrators and Managers HR Department Staff UW Payroll Coordinators FROM: UW Human Resources Compensation SUBJ: 2015-17 SEIU 1199NW Contract Pay Increases and Premium Pay […]

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DATE:
February 12, 2016
TO:
HR Administrators and Managers
HR Department Staff
UW Payroll Coordinators
FROM:
UW Human Resources Compensation
SUBJ:
2015-17 SEIU 1199NW Contract Pay Increases and Premium Pay Changes
Effective February 1, 2016

This communication provides information about centrally implemented pay increases and premium pay changes for SEIU 1199NW contract classified staff effective prospectively as of February 1, 2016. It also contains information for you and your staff regarding any classified staff pay changes that need to be input manually. There are NO retroactive increases as part of this agreement.

The negotiated increases effective February 1, 2016 that are a part of this agreement have been made centrally either through across-the-board pay table adjustment or individual job classification range adjustment. You do not have to input these changes on monthly-paid employees in most cases.

Pay Table Adjustments

As part of the negotiated agreement, three pay tables (BQ, BR, and BW) have been adjusted by 3% across the board. This means that each step of each pay range has increased approximately 3%. You do not have to input changes for classifications residing on these pay tables because the increases have been made centrally via an adjustment to the pay tables. Compensation’s website will be updated soon, but in the interim, please click here for a copy of the February 1, 2016 version of these pay tables:

Range Adjustments

Increases of 3% for jobs not on pay table BQ, BR, or BW were implemented as a 3-range adjustment. Until the HR Compensation Office’s site is updated, you can find the new pay rates for all the remaining SEIU 1199NW job classes at the following link:

Premium Pay Changes

The negotiated agreement authorized the creation of one new premium effective February 1, 2016.

New earnings type SWL – Social Worker License Pay was created to provide a premium in the amount of one dollar and fifty cents ($1.50) per hour available to all Social Workers (in job class 8944 only) who are licensed by the state of Washington as Advanced Social Worker or Independent Clinical Social Worker. Please note that by agreement with SEIU 1199NW, the job classes Social Worker 1 and Social Worker 2 are being combined into one job class, Social Worker, under job code 8944.

OFF-Step Report

In addition to the items mentioned above, HR Compensation is providing the OFF Step Report which lists represented SEIU 1199NW contract classified staff whose salaries cannot be changed centrally because they are OFF step. Manual changes will be made as appropriate for employees on the OFF Step Report. NOTE: This report is sorted by major organization name and appointing department name and includes data for all major organizations within the University of Washington. The OFF Step Report includes SEIU 1199NW contract classified staff who were OFF step as of January 15, 2016.

Please note that any employees placed on OFF step during the period January 16 – January 31, 2016 are not included in the OFF Step Report provided.

Adjustments for SEIU 1199NW contract classified staff on the OFF Step Report are NOT automatic and must be entered manually in the OPUS system. SEIU 1199NW contract classified staff who are OFF step and whose rate is above the new top incremental step are not eligible for the across-the-board adjustment if their salary is frozen (i.e., Y-rated or redlined). Adjustments for SEIU 1199NW contract classified staff on OFF step require coordination with your HR Operations unit or Compensation to determine if the monthly rate should be increased.

Temporary Hourly Employees

While there are no across-the-board wage changes for hourly paid SEIU 1199NW contract classified staff, they do need to be paid at least the minimum of the range for their job class.

After the February 25, 2016 payday, HR will notify departments if they have hourly paid SEIU 1199NW contract classified staff whose hourly rate was below the new minimum of the range. Departments will need to adjust the hourly rate for hourly employees whose pay falls below the new range minimum up to at least the new minimum hourly rate, with an effective date of February 1, 2016. Departments should identify below-range hourly paid employees and make the appropriate changes in time for them to be included in the February 25, 2016 payday.

Questions

Questions regarding these items should be directed to UW Human Resources Compensation by email at ocpsp@uw.edu.

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January 1, 2016 Minimum Wage Increase http://hr.uw.edu/comp/2016/01/06/january-1-2016-minimum-wage-increase/ Wed, 06 Jan 2016 22:11:42 +0000 http://hr.uw.edu/comp/?p=783 DATE: January 7, 2016 TO: Payroll Coordinators FROM: UW Human Resources Compensation SUBJ: January 1, 2016 Minimum Wage Increase Please make note of the following items: The minimum wage increase […]

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DATE:
January 7, 2016
TO:
Payroll Coordinators
FROM:
UW Human Resources Compensation
SUBJ:
January 1, 2016 Minimum Wage Increase

Please make note of the following items:

  • The minimum wage increase goes into effect for hours earned beginning 1/1/2016.
  • The increase up to the new minimums will be automatic and implemented centrally for hourly-paid employees a few days after the 12/31/2015 payroll has been calculated.
  • All hourly-paid employees making $13.00 or less will be automatically updated for the pay period ending 1/15/2016. Note the exception for job code 0888-Student Assistant-UWT included below.
  • Minimum step value changes for employees in classified staff classifications below the 1/1/2016 $2253 per month minimum wage rate are provided on the 1/1/2016 Minimum Step Values with Monthly and Hourly Rates list.
  • Please note that all students assigned to job codes 0875-Student Assistant (Seattle & Bothell campuses) and 1836-Student Assistant-Non-UW Student after 1/1/2016 will need to be paid at least the new 1/1/2016 minimum wage rate of $13.00 per hour.
  • All UW-Tacoma students assigned to job code 0888-Student Assistant-UWT (Tacoma campus) after 1/1/2016 will need to be paid at least the $11.00 per hour minimum for this new job class.
  • Hourly workers in job codes 0886-Reader/Grader, 0887-Tutor, 0868-Undergraduate Teaching Assistant, and 0869-Undergraduate Research Assistant will also be going to the $13.00 per hour rate, as negotiated with UAW, and will be updated centrally.
  • After the payroll calculation for PPE 1/15/2016 there will be a post-audit check to find any employees paid below the new minimums.

Please make sure you carefully read all details included below.


Minimum Step Value Changes for Classified Staff

Minimum step value changes for classified staff classifications below the 1/1/2016 $2253 per month minimum wage rate are provided on the 1/1/2016 Minimum Step Values with Monthly and Hourly Rates list.

Payscales and Other Details

As indicated in the message below, the minimum wage for students and temporary workers at UW-Seattle and UW-Bothell will increase on January 1, 2016, from $11.00 per hour to $13.00 per hour; the UW-Tacoma minimum wage for students and temporary workers will remain $11.00 per hour. The Student Employee Pay Schedule will be updated to reflect this change:

Student Employee Pay Schedule (Effective 4/1/15 – 12/31/15)
4/1/15 Class Title 4/1/15 Class Code 4/1/15 Pay Range
Student Assistant 0875 $11.00 – $21.61
Student Assistant-Non-UW Student 1836 $11.00 – $21.61
Revised Student Employee Pay Schedule (Effective 1/1/16)
1/1/16 Class Title 1/1/16 Class Code 1/1/16 Pay Range
Student Assistant (Seattle & Bothell) 0875 $13.00 – $25.54
Student Assistant-UWT (Tacoma) 0888 $11.00 – $25.54
Student Assistant-Non-UW Student 1836 $13.00 – $21.61

Please plan for the budgetary impact of the new pay range.

To assist with the revision or development of a departmental practice for student employee pay and classification, the Student Employee Pay and Classification Schedule is available at:

http://hr.uw.edu/comp/student-employees/

The January 1, 2016, student employee pay schedule will be implemented as follows:

  1. Pay increases for students paid below $13.00 per hour (UW-Seattle & UW-Bothell), and below $11.00 per hour (UW-Tacoma) will be implemented centrally through HEPPS and will be reflected in paychecks beginning January 25, 2016.
  2. All other student wage adjustments will be discretionary and will require online payroll action. Departments may initiate discretionary adjustments within the revised pay range based upon equity, longevity, merit, market conditions, recruitment difficulties, or salary compression with other students receiving minimum wage adjustments.

Questions regarding the content of this communication may be referred to Human Resources Compensation at ocpsp@uw.edu.

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Classified Staff Pay Increases, Market Range Increases, and Premium Pay Changes — 2015 — Payroll Coordinators http://hr.uw.edu/comp/2015/07/16/classified-staff-pay-increases-market-range-increases-and-premium-pay-changes-2015-payroll-coordinators/ Thu, 16 Jul 2015 23:12:18 +0000 http://hr.uw.edu/comp/?p=799 DATE: July 13, 2015 TO: Payroll Coordinators FROM: UW Compensation Office SUBJ: July 1, 2015 Classified Staff Pay Increases and Premium Pay Changess This communication provides information about centrally implemented […]

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DATE:
July 13, 2015
TO:
Payroll Coordinators
FROM:
UW Compensation Office
SUBJ:
July 1, 2015 Classified Staff Pay Increases and Premium Pay Changess

This communication provides information about centrally implemented pay increases and premium pay changes to contract classified and classified non-union staff effective July 1, 2015. It also contains information to let you and your staff know about any classified staff pay changes that need to be input manually.

Except as noted below, all classified staff received 3% across-the-board adjustments effective July 1, 2015. This means that each step of each pay range is now worth approximately 3% more. You do not have to input these changes because they have been made centrally.

In addition to the 3% across-the-board increases, employees in any of the 116 jobs on the SEIU 925 and WFSE Job Classes List have received market range adjustments. For example, employees in Computer Support Analyst 1 will be moving one range, from range 48 to range 49, for an approximately 2.5% increase on top of the 3% across-the-board. You do not have to input these changes because, like the across-the-board changes, they have been made centrally.

PLEASE NOTE: Due to ongoing negotiations, there are no across-the-board, market range, or premium pay increases at this time for contract classified jobs represented by SEIU 1199NW or the Washington State Nurses Association (WSNA). This includes Registered Nurses at Hall Health and all contract classified Research Nurses.

There are also currently no pay changes for employees represented by SEIU Local 925 who are in “me too” or “like me too” jobs described in Side Letter E of the contract.

1. 7/1/2015 Compensation Plan and Pay Table Adjustments

The Compensation Plan Documents are:

  • two lists of classified job titles and their pay ranges, etc., one sorted alphabetically by job title and one sorted by job code, and
  • a set of the 28 payscale tables that were updated effective July 1, 2015. (This does not include the pay tables for 1199NW and WSNA which are still in negotiations.)

The compensation plan information on the web will be updated in late July.

A brief synopsis of compensation plan changes follows:

  • Market range adjustments for SEIU 925 and WFSE Job Classes up to but not exceeding 80% of market effective July 1, 2015.
  • The following contract classified pay tables received an approximately 3% across-the-board increase effective July 1, 2015: B0, B2, B4, B6, B7, B9, BA, BB, BG, BH, BI, BK, BL, BM, BN, BP, BV, and BX.
  • The following classified non-union pay tables receive an approximately 3% across-the-board increase effective July 1, 2015: C0, C1, C3, C8, CA, CB, CC, CD, CE, and CF.

2. Premium Pay Changes

The Premium Pay Changes document lists premium pay changes resulting from negotiated agreements. The earnings type (premium pay) information on the web will be updated in late July.

3. Employees OFF Step or in Fixed-Duration Appointments

Although the adjustments listed above will be made centrally through the payroll system, some departments have employees who are “OFF” step or in fixed-duration appointment job codes 7777, 8600, 8601, or 8888. The pay rate for each of these employees will need to be reviewed to verify that its rate has been adjusted appropriately. Employees in fixed-duration appointment job codes should receive 3% across-the-board increases — the same as the job they are filling in for — effective July 1, 2015.

Adjustments for employees on “OFF” step require coordination with your HR Operations unit to determine the increased monthly rate.

Keep in mind that employees who are OFF step and whose rate is above the new top incremental step are not eligible for the across-the-board adjustment if their salary is frozen (i.e., Y-rated or redlined).

Employees who are OFF step on recruiting and retention temporary salary increases (R&R TSIs) should receive the percentage that will be communicated to the administrators of departments with employees on R&R TSIs.

Reminder: Adjustments for employees on both the OFF Step Report and the Fixed-Duration Report are NOT automatic and must be entered manually in the OPUS system.

4. Salary and Market Adjustments to Fixed-Duration Appointments

ADDED July 16, 2015

The pay for employees on Fixed-Duration Appointments in any of the following four job codes should be adjusted:

7777 FDA SEIU — Project
8888 FDA SEIU — Leave of Absence

8600 FDA WFSE — Project
8601 FDA WFSE — Leave of Absence

The adjustment should be reflect the 3% across-the-board increase, as well as any market pay range adjustments that apply.

In addition, please note that the monthly minimum rate for the fixed-duration appointment job codes has been increased to be no less than $2,080 per month (which is equal to $12 per hour). All employees on fixed-duration appointments should be paid at least the new minimum of $2,080 per month.

Temporary Hourly Employees

While there are no across-the-board wage changes for temporary employees, they do need to be paid at least the hourly rate of the range minimum for their job class.

After the July 24, 2015 payday, HR will notify departments if they have temporary hourly employees whose hourly rate was below the new minimum of the range. Departments will need to adjust the hourly rate for hourly employees whose pay falls below the new range minimum up to at least the new minimum hourly rate, with an effective date of July 1, 2015.

Departments should identify and make these changes in time to be included in the July 24, 2015 payday. Changes up to at least the minimum pay rate of the new range will be required retroactively to July 1, 2015 for any employees who are missed.

Effective Date of Changes

PLEASE NOTE: These changes are effective July 1, 2015 and, as such, will not be reflected in employee paychecks until the July 24, 2015 payday.

Questions

Questions regarding these changes should be directed to the UW Compensation Office by email at ocpsp@uw.edu.

The post Classified Staff Pay Increases, Market Range Increases, and Premium Pay Changes — 2015 — Payroll Coordinators appeared first on Compensation.

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Classified Staff Pay Increases, Market Range Increases, and Premium Pay Changes — 2015 — HR Administrators and Managers http://hr.uw.edu/comp/2015/07/16/classified-staff-pay-increases-market-range-increases-and-premium-pay-changes-2015-hr-administrators-and-managers/ Thu, 16 Jul 2015 22:32:56 +0000 http://hr.uw.edu/comp/?p=801 DATE: July 13, 2015 TO: HR Administrators and Managers HR Department Staff FROM: UW Compensation Office SUBJ: ACTION REQUIRED – July 1, 2015 Classified Staff Pay Increases and Premium Pay […]

The post Classified Staff Pay Increases, Market Range Increases, and Premium Pay Changes — 2015 — HR Administrators and Managers appeared first on Compensation.

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DATE:
July 13, 2015
TO:
HR Administrators and Managers
HR Department Staff
FROM:
UW Compensation Office
SUBJ:
ACTION REQUIRED – July 1, 2015 Classified Staff Pay Increases and Premium Pay Changes

This communication provides information about centrally implemented pay increases and premium pay changes to contract classified and classified non-union staff effective July 1, 2015. It also contains information to let you and your staff know about any classified staff pay changes that need to be input manually.

Except as noted below, all classified staff received 3% across-the-board adjustments effective July 1, 2015. This means that each step of each pay range is now worth approximately 3% more. You do not have to input these changes because they have been made centrally.

In addition to the 3% across-the-board increases, employees in any of the 116 jobs on the SEIU 925 and WFSE Job Classes List have received market range adjustments. For example, employees in Computer Support Analyst 1 will be moving one range, from range 48 to range 49, for an approximately 2.5% increase on top of the 3% across-the-board. You do not have to input these changes because, like the across-the-board changes, they have been made centrally.

PLEASE NOTE: Due to ongoing negotiations, there are no across-the-board, market range, or premium pay increases at this time for contract classified jobs represented by SEIU 1199NW or the Washington State Nurses Association (WSNA). This includes Registered Nurses at Hall Health and all contract classified Research Nurses.

There are also currently no pay changes for employees represented by SEIU Local 925 who are in “me too” or “like me too” jobs described in Side Letter E of the contract.

*** NOTE: PAYROLL CUTOFF DATE ***

July 14, 2015 is the last day for OPUS entry changes to appear in the time reporting system for the July 24 paycheck.


Following distribution of this communication, information will be sent to departmental payroll coordinators via the UW Payroll Office payroll coordinators list, and it will include the compensation plan documents, the list of jobs receiving market adjustments, and the premium changes document.

The Compensation Plan Documents are:

  • two lists of classified job titles and their pay ranges, etc., one sorted alphabetically by job title and one sorted by job code, and
  • a set of the 28 payscale tables that were updated effective July 1, 2015. (This does not include the pay tables for 1199NW and WSNA which are still in negotiations.)

The Premium Pay Changes document summarizes changes to premium rates resulting from recently negotiated agreements.

Please see the payroll coordinator communications for more details.

In addition to the items provided to payroll coordinators, the Compensation Office is providing two reports which list employees whose salaries are not changed centrally. Manual changes may need to be made at the department level for employees on these lists:

PLEASE NOTE: These reports are sorted by major organization name and appointing department name and include data for all major organizations within the University of Washington. Please extract the data for your specific major organization/unit out of these files and provide it to your payroll coordinators as appropriate.

The OFF Step Report includes employees who were “OFF” step as of June 30, 2015. Adjustments for employees on “OFF” step require coordination with your HR Operations unit to determine the increased monthly rate.

Keep in mind that employees who are OFF step and whose rate is above the new top incremental step are not eligible for the across-the-board adjustment if their salary is frozen (i.e., Y-rated or redlined).

The Fixed-Duration Appointment Report includes employees who are currently in fixed-duration appointment job codes 7777, 8600, 8601, or 8888. Employees in these job codes will receive 3% across-the-board increases — the same as the job they are filling in for — effective July 1, 2015.

Reminder: Adjustments for employees on both the OFF Step Report and the Fixed-Duration Report are NOT automatic and must be entered manually in the OPUS system.

Salary and Market Adjustments to Fixed-Duration Appointments

ADDED July 16, 2015

The pay for employees on Fixed-Duration Appointments in any of the following four job codes should be adjusted:

7777 FDA SEIU — Project
8888 FDA SEIU — Leave of Absence

8600 FDA WFSE — Project
8601 FDA WFSE — Leave of Absence

The adjustment should be reflect the 3% across-the-board increase, as well as any market pay range adjustments that apply.

In addition, please note that the monthly minimum rate for the fixed-duration appointment job codes has been increased to be no less than $2,080 per month (which is equal to $12 per hour). All employees on fixed-duration appointments should be paid at least the new minimum of $2,080 per month.

Temporary Hourly Employees

While there are no across-the-board wage changes for temporary employees, they do need to be paid at least the minimum of the range for their job class.

After the July 24, 2015 payday, HR will notify departments if they have temporary hourly employees whose hourly rate was below the new minimum of the range. Departments will need to adjust the hourly rate for hourly employees whose pay falls below the new range minimum up to at least the new minimum hourly rate, with an effective date of July 1, 2015. Departments should identify and make these changes in time for them to be included in the July 24, 2015 payday.

Questions

Questions regarding these items should be directed to the UW Compensation Office by email at ocpsp@uw.edu.

The post Classified Staff Pay Increases, Market Range Increases, and Premium Pay Changes — 2015 — HR Administrators and Managers appeared first on Compensation.

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