- Breastfeeding in the Workplace
- Criminal Background Screening
- Faculty & Staff Name/Gender Change
- Marine Operator Drug and Alcohol Testing Policy
- Alternate Work Location
- Children in the Workplace
- Commercial Motor Vehicle Operator Drug Testing
- Compensation Policies
- Disclosure of Campus Security Policy and Campus Crime Statistics
- Drug-Free Workplace
- Employment Reference Policy
- Eligibility for Rehire
- Employment of Relatives Policy
- Essential Employees
- Reporting and Investigating Fraudulent or Other Wrongful Acts
- Modified Duty Program
- Non-student Hourly OPS Employment
- Notice of Voluntary Resignation
- Political Activity
- Sexual Harassment
- Social Media
- Software Copyright Policy
- State Vehicle Seatbelt Use Requirement
- Training Attendance
- Vulnerable Persons
- Workplace Violence
The University of Florida currently has a direct deposit policy that states, “All employees, including temporary hires and non-work study students, are required to participate in the Direct Deposit Program as a condition of employment, regardless of date of hire”. By Federal Regulations, Work-Study students are not required to participate in the Direct Deposit Program, but they are encouraged by the University of Florida to participate.
Employees who are unable to establish an account for direct deposit at a financial institution must request to have their salary applied to a pay/debit card through Wachovia, called “My Direct Pay Card.” More information is available at University Payroll’s website.
If non-exempt employees are called at home to assist with emergencies, this is considered “time worked” and must be recorded as such.
Human Resource Services coordinates the establishment of department level employee recognition and award programs designed to reward employees for superior performance.
Incentive payments recognize and reward employees for significant performance and contribution over a limited time period based on pre-established goals as part of a pre-approved plan or may be used to retain a key employee. Plans must be provided to Classification and Compensation in advance, with final approval for any such payments being provided by the Vice President for Human Resource Services.
Unexpected emergencies and crises are an everyday reality for many university operations, which means some staff members must be available during off-duty hours to ensure a quick response. This section covers how to compensate these employees.
Employees may receive a pay increase upon promoting, reassigning, or demoting to another position. A promotion occurs when an employee moves to a position with a higher pay grade. A transfer or reassignment occurs when an employee moves to another position—either the same title or different title—that has the same pay grade. A demotion occurs when an employee moves to a position with a lower pay grade.
Salary ranges for each pay grade are available in the compensation section of this site.
Perquisites are defined as those goods or services that may be given to, used by, or provided at reduced cost to employees that are essentially additional compensation above and beyond the employee’s regular pay or that reduce the employee’s normal personal expenses. Typical perquisites include low- or no-rent housing, utilities, uniforms, and non-professional certification or licensure.
Premium Pay Policy for Holidays and University Emergencies
(campus weather emergency)
A staff member who is required to work on a university holiday or during a university emergency (as designated by the President or her/her designee) may be eligible for premium pay depending upon the college or vice presidential area’s compensation policy.
Shift differential is additional compensation paid at the discretion of vice presidents to non-exempt TEAMS and USPS employees who work during certain “premium” shifts, defined in this policy.
An employee’s visa status affects appointment eligibility as well as withholding for federal, Social Security and Medicare (FICA) taxes. Employees who fail to provide their departments with copies of their past or current visa documents will be responsible for paying their respective tax liability. The Foreign National Tax Information Form and the I-9 must be completed and sent to the University Tax Services if there is an extension or change of status for the employee. An employee will not be put on payroll without the report from the University Tax Services. Employees are encouraged to consult with their own tax advisers concerning their visa and tax status.
Includes information on non-exempt and exempt status, time-worked regulations, no paid leave for OPS employees, overtime, record keeping, additional employment, and official university travel.
Visit the Workers’ Compensation portion of the Employee Relations web site for more information on work-related injuries, regulations, and more.