Valued and Top performing employees who are at or above the maximum of their market reference range are eligible to receive a merit increase/lump sum bonus. To be considered a transfer; the change must include moving between subfamilies or market reference ranges while staying in the same career stream. 3. Unless specifically stated in the signed Alternative Work Site Agreement, the agreement remains in effect until such time as either party wishes to terminate it. Single-day out-of-town travel is considered compensable time, excluding commute home-to-work travel time (this includes alternate work site). An employee regularly works from 8 a.m. to 5 p.m. from Monday through Friday. Factors indicating that payment should be made as independent contractor rather than employee include: Employee and Manager Responsibilities Related to Pay. B. Nonexempt employees are entitled to overtime pa… During peak workloads or emergencies, it may be necessary for non-exempt employees to work overtime. Compensation Policy. Both primary and secondary positions must be exempt and cannot exceed one FTE (full-time equivalent). Policy The University of Arizona is committed to maintaining a compensation program that is in compliance with all applicable laws and regulations. The Workers' Compensation Law provides the following benefits: Medical Treatment Market Adjustment – Market adjustments are salary adjustments for an employee or group of employees that have fallen behind in base salary as compared to similar positions on campus and/or in the market. Adjustments to base salary can be applied based on merit or other employment action reasons such as a promotion or transfer as described in the compensation policy. Overnight out-of-town travel time is compensated when it is within the employee’s regular workday. Pay is provided either on a salaried or hourly basis in accordance with the Fair Labor Standards Act (FLSA). Pay for Performance/Merit – Merit increases based on employee’s performance generally take effect on July 1 of each year. If the extra hours worked by the employee are over 40 hours that week, it is overtime; however, only hours actually worked will be paid at time and one-half. The University is committed to providing managers with the tools, training and information necessary to make sound compensation decisions. However, many departments offer remote work schedules and shifts as appropriate to their needs. There are federal and state laws that regulate wage and hour issues including child labor, minimum wage, overtime pay and record-keeping. Central Michigan University • 1200 S. Franklin St. • Mount Pleasant, Mich. 48859 • 989-774-4000 NOTE: Blended rates for overtime will be used when an employee has two jobs that are compensated at different pay rates. It is our further intent to allocate funds for wages and salaries for you and your fellow staff employees in a fair and equitable manner based on evaluations of the work responsibility and on your performance in the job. This policy is now listed at Policy 11-D. These programs are designed to evaluate appropriate compensation levels for jobs, encourage growth, and reward those individuals who support and fulfill the University’s Mission. The Compensation Team should be consulted to determine the appropriate amount of pay based on the level and nature of work performed. The university provides, at no cost to you, Worker's Compensation coverage for health care services for on-the-job injuries and occupational diseases. Note: If the training is required by law and is outside of regular working hours, then the time is not considered compensable time. Notification that an agreement has been terminated should be made in writing and provided by the department head to the Office of Human Resources’ Human Resources Consultants (, Employees with a primary position that average at least 30 hours worked per week are considered full-time employees, A full-time employee may hold more than one position at a time with the University provided it is preapproved from the Office of Human Resources, Part-time positions must be hourly non-exempt positions, All additional positions require preapproval from the Office of Human Resources, Temporary positions are not considered regular or limited term positions of the University, Temporary positions must be hourly non-exempt positions, A work week is defined as 12:01 am on Saturday through 12:00 midnight on Friday, Temporary employees may accept, if offered, another type of position at the University that is either a limited term or regular position, Behavioral Control – The university does not direct and control how, when, or where the worker does the tasks they are hired to perform. 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