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Home > Manager > Hiring
Employees >
Wage
Agreements
1.
In advance of offering a wage agreement, the departments
should verify funding availability
with the dean's office.
2.
Write wage agreement.
3.
Check with Dean's Office to find your school's policy for routing
Wage Agreements (ie.,routing from Department, to Employee,
to Dean's Office or from Department, to Dean's Office, to Employee).
4.
Forward fully signed Wage Agreement to Human Resources. NOTE:
If this is a grant-related position,
send letter to Research Accounting.
5.
Have employee go to HR to complete required hire paperwork.
***IMPORTANT**
Employees
with Wage Agreements perform irregular services (i.e. non-credit
instruction, consulting, short-term research, etc.) for the University,
usually over a short period of time or on a one-time basis. One cannot
be paid wages for a "salary/FTE" type of assignment (except
between June 16 and September 15 for 9-month appointments), but may
be paid wages for an additional service beyond one's salary/FTE type
appointment (see supplemental wage agreements).
- One cannot
be paid wages for a "salary/FTE" type of assignment.
- Additional
service beyond 1.0 FTE appointments are supplemental wage agreements.
- Wages
contribute to the annualized FTE of employees.
- Not
to exceed half the current minimum Adjunct/Lecturer rate as designated
by the AFT contract.
Or
- Less
than half the annual "going" salary rate of current
regular appointments with similar responsibilities/experience.
Supplemental
Wage Agreements
Performs
services in addition to a 1.0 salary/FTE appointment. "Allowable
sources of overload compensation include Continuing Education, Extension
Services, Consulting, Seminars and similar services. Regular on-campus
classes as well as time spent in support of grant and research activities
are not allowable activities for overload compensation except under
extraordinary or emergency circumstances." (OUS FASOM 10.33)
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