Hourly Employees Explained

Posted on behalf of Chernenko Wheatley, Employee & Labor Relations Manager.hours2

Temporary employees are a great asset to the support of department operations here at Green River, but there are guidelines and restrictions of which supervisors must be aware.

Under Article 5.1 of the Classified Union Collective Bargaining Agreement, individuals in temporary appointments are limited to one thousand and fifty (1,050) hours of work in a twelve (12) consecutive month period from the individual’s original date of hire. Because of this time constraint, supervisors need to effectively manage the number of hours their hourly employee is working.

Article 5.1 (A) tells us that individuals in such temporary appointments who work between three hundred fifty (350) hours and one thousand fifty (1,050) hours over a twelve (12) consecutive month period become members of the bargaining unit and begin paying union dues.

Individuals in temporary appointments become eligible for medical benefits once the employee accrues 480 hours within a six month period and with a minimum of 8 hours each month. The employee will maintain that benefit if they continue working a minimum of 8 hours per month. By staying at 16 hours (or fewer) per week, we remain within the limit.

Hourly positions do not qualify for vacation leave and must adhere to the scheduling needs of the department.

*Special Considerations:

  • Hourly Student Employees: Under article 5.1 (A), individuals who are in temporary appointments and are students in a half-time or more capacity are NOT eligible to become members of the bargaining unit.
  • Work Study Students: The different hour constraints (16 for benefits, 1050, etc.) and other considerations (i.e. union notification) are dependent upon the amount of financial aid a student is awarded. Please direct any questions regarding such hourly employees to Financial Aid.

For further guidance, please take a look at the Temporary (Hourly) Employee page on the GatorNet under Administration>Departments>Human Resources>Hourly (Non-Permanent). Here you will find information about the hiring process, general guidelines and other helpful links.

Please submit any further questions to our Employee & Labor Relations Management team: Chernenko Wheatley or Barbara Iribarren

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Salary: What’s In a Number?

Salary

When looking at a job that is within a career path, many people look to the salary to determine if it is going to be a step in the right direction. Often, as an employee we wonder how does the employer come up with this number?  As an employee, there is so much more that goes into your compensation than just your base salary though. When an employer is considering salary for a position they have to take into consideration not just the fair market value for direct wage and salary payments  but also the long term budget for employer contributions towards benefits and payroll taxes (i.e. Health/life insurance, retirement, Medicare, Social Security and Workers Compensation).

Yet the salary and ensuring that the salary is equitable and consistent within the industry is important. How, exactly, is compensation determined within higher education and more specifically at the state college level? Various industries refer to labor market salary surveys to determine salary for positions. These salary surveys take into consideration a variety of different factors such as:

  • Competencies: What is the level of knowledge, skill and ability needed for the position?
  • Market demand: Demand for certain positions can be high which can affect the salary.
  • Location of Position: What is the cost of living? Is the location in a rural or urban area? Level of Travel?

It is important to use a labor market survey that best fits your organizations structure, industry and size to make accurate wage and salary comparisons. Each year, Green River College participates in an annual administrative salary survey that is published by the State Board of Technical and Community Colleges (SBCTC). The survey is designed to collect salary data on key administrative and professional positions in each Washington State community and technical college as an aid to colleges in setting administrative salaries.

Most position codes and descriptions are identical to those used in the College and University Personnel Association (CUPA) survey and there are also position descriptions used that are unique to our Washington State Community and Technical College System.

Classified

Salaries for our classified staff are set by the state Department of Personnel (DOP) and the Washington Federation of State Employees (WFSE).  The DOP provides a list of all classified positions, a job class description and a link to the pay range and step.

http://www.dop.wa.gov/CompClass/JobClassesSalaries/Pages/ClassifiedJobListing.aspx

Link to the WFSE salary schedule:

http://www.hr.wa.gov/SiteCollectionDocuments/CompensationAndJobClasses/Salary%20Schedules/2015Jan1_GS%20Min%20Wage%20Adj/GS%20Rep_MinWage.pdf

Faculty

Salaries for faculty are determined by a similar scale in that both work/teaching experience and education are reviewed to determine their initial salary placement on the salary schedule which is found in the Green River United Faculty Coalition Agreement: http://www.gatornet.greenriver.edu/evp/Documents/UF-Contract-2011-14.pdf

Exempt Staff

Exempt staffs (including Administrators) are determined based on the specific job description as well as state and regional comparisons. The following is a link to the 2014 administrative salary survey that we participate in each year http://www.sbctc.ctc.edu/college/hr/System-Salary-Survey2014v1.2.pdf

W-2 Wage

While these are the places we determine the base wages of employees, there is sometimes additional pay for work done outside of the normal scope of a job.  While the reported wage for a position might be one amount, the wages in the course of the year may be different.  The total salary plus additional monetary compensation for work are called the W-2 wage.  As a state employee, your W-2 wage is subject to public disclosure.  The information for all state employees is available at http://fiscal.wa.gov/Salaries.aspx

As you have read, compensation is definitely more than just a number and how the employer gets to that number for each position is determined by various factors. Hopefully, this post has provided you with some insight and knowledge into how compensation is evaluated for positions within our organization.