Our Compensation System
Wright State offers competitive levels of compensation to attract and retain effective, committed employees. The university’s compensation policy emphasizes that salaries for classified positions will be determined within pay ranges competitive to the recruitment market.
The university believes that most classified staff members have meritorious job performance and that salary increases should recognize their accomplishments while remaining competitive with other Ohio public universities. Pay increases for non-bargaining unit employees are normally granted once a year. Pay increases are not available to those who fail to meet minimum performance standards.
Visit the Classified Salary Schedule webpage to view the current schedule.
The standard work schedule for full-time classified employees is a five-day, 40-hour week that normally begins on Monday at 8:30 am and ends at 5 p.m. on Friday. However a number of departments may vary this schedule because of university and departmental requirements. Normal full-time daily schedules span eight and one-half hours and allow for eight hours work and one-half hour for an unpaid meal period normally scheduled near the middle of the shift. You are permitted two paid rest periods of 15 minutes each during each eight-hour shift. In some cases, by agreement, supervisors permit employees to combine their rest periods with their meal periods.
Rest periods are scheduled by your supervisor and are to be taken at a time and in a manner that does not interfere with the efficiency of your work unit. The rest period is intended to be a recess, which is preceded and followed by an extended work period. Thus, your rest period may not be used to cover late arrival to work or early departure. Rest periods are not cumulative, and are not paid if not taken.
You will record all hours worked on a time card for each bi-weekly pay period. Your time card must accurately reflect all hours worked. Hours cannot be informally accumulated for future use.
Classified staff are paid every other Friday. On payday, you will receive pay earned for the two weeks, which ended the previous Friday. Pay Remittance Advices are available for viewing one day prior to pay day. Access is available from Wright OnLine (WOL). This is a secured, encrypted website that can be accessed from the Faculty and Staff Web page (www.wright.edu/facstaff) Instructions for accessing and navigating the website may be obtained from web page www.wright.edu/facstaff/wol. Direct deposit of pay earned is mandatory. Your pay will be deposited directly to the bank, savings and loan, or credit union of your choice. Your pay advice—showing your deductions, sick leave and vacation balances—is available online. It should be noted that leave balances reflect accruals through the current month, but only reflect usage through the prior month.
Medicare Payroll Tax
Although most Wright State employees are exempt from paying social security taxes, employees hired after April 1, 1986 are required to make a Medicare contribution on their Wright State earnings.
Classified employees are eligible for overtime for all hours worked over forty on active pay status in a calendar week. All overtime must be approved in advance by your supervisor and then reported on the time card for the period in which it was earned. Active pay status includes sick leave, vacation leave, holiday pay, compensatory time, and hours worked. Overtime is paid at one and one-half times the hourly rate of pay for each hour of overtime worked.
Compensatory time is granted at one and one-half hours for every hour of overtime worked. You cannot volunteer to work without pay (either on the premises or at home), nor can supervisors require or allow you to work without pay. The Fair Labor Standards Act requires that all time worked be paid or recorded for compensatory time on the pay date for the pay period in which the overtime was worked. You cannot be required to take compensatory time instead of overtime pay.
Full-time, classified employees are entitled to call-back pay when there is an unscheduled requirement to report back to work after the end of, or before the beginning of, the regular work schedule. This applies to cases only where the period worked does not immediately precede or directly follow the scheduled work shift. Under this provision, you would receive payment for a minimum of four hours no matter how short the time actually worked.
Full-time employees receive eight (8) hours of holiday pay for each holiday; part-time employees receive holiday pay equal to the number of hours they would normally have been scheduled to work on that day.
Temporary Pay Adjustments
Occasionally, you may be assigned to a higher-level classification on a temporary basis. If the assignment is for a period in excess of two weeks, a temporary pay level adjustment will be made. Temporary working level pay adjustments are equivalent to the base rate of pay of the higher classification or to a rate that is at least 5% above your current base salary, whichever is greater.
When the temporary assignment ends, you will return to the original rate of pay. Under normal circumstances, the maximum duration of the temporary adjustment is ten weeks. Human Resources may grant extensions under unusual circumstances.