Office of Human Resources
SECTION 4 - COMPENSATION
Office Support Personnel are eligible for general pay increases if they receive a minimum score of three on the annual performance appraisal. Those who receive less than three receive a second appraisal in six months. If a three is then received, the general pay increase will be in effect for the second half of the year (March 1 - August 31). (Refer to Policy 04:035)
Other staff receive general increases as announced by the President.
Office Support Personnel are eligible for merit increases if they achieve an annual performance appraisal score of four or above and complete education/training units during the year (July 1 - June 30). (Refer to Policy 04:035)
Other staff receive merit increases as announced by the President.
Staff subject to the Fair Labor Standards Act (i.e., non-exempt staff) should in no circumstances work beyond normally assigned work hours without the prior approval of the immediate supervisor and/or dean/director. When overtime is worked, the hours should be reported on the timesheet provided by Human Resources. Payment will be provided as compensatory time off computed at one-and-one-half times for hours worked in excess of 40 hours in a week. For hours earned but not worked in excess of 40 hours in a week - or for part-time employment, hours in excess of the normal workweek, compensatory time off will be computed at straight time. Request for compensatory time off must be made to the appropriate supervisor, who will consider it in light of the needs of the affected unit and, whenever reasonable, approve it. When accumulated compensatory time exceeds 240 hours, overtime pay instead of compensatory time will be paid.
Temporary staff will not normally be allowed to work overtime. However, when overtime becomes necessary, it will be paid in accordance with the Fair Labor Standards Act instead of earning compensatory time off.
In certain instances, such as times when the University is officially closed and certain staff are required to be at work, salary instead of compensatory time off may be paid as approved by the President.
4.04 Pay Periods and Receipt of Pay
Salary payments are made as follows:
1. All regularly employed staff are paid monthly on the first of each month by direct deposit to any financial institution participating in the Automated Clearing House. When the first falls on a Saturday, the pay date would be Friday; when the first falls on Sunday, the pay date would be Monday. New Year's Day and Labor Day may cause a change in the normal pay schedule. Pay statements showing gross pay, itemized benefits and deductions, and net deposits are delivered through campus handmail prior to the end of the month. Changes affecting payroll must be received in Human Resources by the 20th of the month.
2. Temporary employees are paid on an hourly basis for a period beginning on the 11th of the month and ending on the 10th of the next month. Time sheets should be hand delivered to Human Resources on the morning of the first working day after the 10th for payment on the 15th of the month by direct deposit. Pay statements showing gross pay, itemized deductions, and net deposits are delivered through campus handmail on or before the 15th.
3. Staff and consultants employed for special projects are paid on the first available payroll following the completion of the work. Personnel Action Forms should be processed to initiate payment and be in Human Resources by the 11th of the month for payment on the 15th and by the 20th for payment on the first. Payment is made through direct deposit.
Some payroll deductions are required by state and federal law: federal income tax, Social Security (FICA), Medicare, Teachers’ Retirement System, state income tax, court-ordered garnishments and child support orders, and federal and state income tax levies.
Other deductions are optional and available at the employee’s choice: UM Annual Fund, United Way, Higher Education Partnership dues, Alabama Education Association dues, health insurance, optional life insurance, AD&D insurance, tax sheltered annuities, and State Deferred Compensation Plan (RSA1).
Annually, as funds are available and as approved by the Board of Trustees upon the recommendation of the President, salary increases are considered for Office Support Personnel hired as of January 1 and all other staff hired as of April 1.
Staff are covered by Federal Social Security. Deductions are made at the current yearly rate. The University pays a matching amount to the federal system.
4.08 Unemployment Compensation
Unemployment compensation benefits are available to eligible employees according to the terms, limitations and conditions imposed by applicable by law. Voluntary termination or discharge for misconduct is not normally covered by unemployment compensation. The University contributes the total cost for this coverage.