2019-20 Salary Increase Plan: FAQ
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When will the minimum wage and salary increases be effective?
Increases to the university minimum wage, 1.0 percent across-the-board (ATB), and 2.0 percent merit/market increases for eligible employees will be effective October 1, 2019.
What are the eligibility criteria to receive a merit or market-based salary increase?
To be eligible, employees must have been on payroll on or before June 30, 2019. Employees who have received a notification of non-renewal, layoff, or ending of time-limited appointment are not eligible for these increases, nor are employees who received discipline since January 1, 2019, in the form of a written reprimand or suspension. Additionally, faculty who are currently on a performance improvement plan are not eligible.
Are OPS employees eligible for the minimum wage or salary increases?
No. OPS employees—including housestaff, postdoctoral associates, and adjunct faculty—are not included in the salary increase program. Compensation plans and minimum wage increases for employees in a bargaining unit—including graduate assistants—are subject to union negotiation.
I recently accepted a position with the University. Will I be eligible for the minimum wage and salary increase?
Faculty and staff on payroll as of June 30, 2019, are eligible for the salary increase program, provided they meet all other eligibility criteria.
All active TEAMS employees are eligible for the minimum wage increase. The minimum wage increase for USPS employees in a bargaining unit are subject to union negotiation.
I am currently participating in DROP. Will I be eligible for the salary increases?
Yes. Faculty and staff who are currently enrolled in DROP are eligible for the salary increases, provided they meet all other eligibility criteria and are employed when the increases are awarded.
Will I receive both the minimum wage and 1.0 percent across-the-board (ATB) increase if my wage is less than $14 per hour?
No. TEAMS employees whose pay will be affected by the minimum wage increase will receive the 1.0 percent ATB adjustment, if eligible, or an increase to the new minimum wage, whichever results in the highest hourly rate. For example, an employee who currently earns $13.99 would receive the 1.0 percent increase, which would result in a new hourly rate of $14.13.
I received a letter of non-reappointment. Am I eligible for the salary increase?
Employees who have received notification of non-renewal, layoff, or ending of a time-limited appointment are not eligible for these pay increases, nor are employees who have received discipline since January 1, 2019, in the form of a written reprimand or suspension. Additionally, faculty who are currently on a performance improvement plan are not eligible.
What does “recurring 1 percent across-the-board increase” mean?
This means that the 1 percent increase will be applied to your base salary, which means it is ongoing. It does not mean that you will get an additional 1 percent each year.
Can a department elect to provide a salary increase greater than 2.0 percent to a staff member or a faculty member?
Yes. No individual percentage limit has been established for eligible faculty or staff members, so long as the total increases awarded do not exceed the total identified salary increase pool for the unit; individual merit increases can vary based on the unit’s discretion.
Can departments use departmental funds to increase the merit pools?
No. Departments may not increase the established merit pools of 2.0 percent.
Can my unit establish additional eligibility criteria for awarding performance increases?
Yes. Units can establish more specific eligibility criteria for awarding the 2.0 percent performance increase in addition to the University’s eligibility criteria.