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Wright State offers competitive levels of compensation to attract and retain effective, committed employees. The university’s compensation policy emphasizes that salaries for both classified and unclassified positions will be determined within pay ranges competitive to the recruitment market.
The university believes that most staff members have job performance that meets expectations and that salary increases should recognize their accomplishments while remaining competitive. 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.
The standard work schedule for full-time employees is a five-day, approximately 40-hour week. However, a number of departments may vary this schedule because of university and departmental requirements.
For hourly employees, 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.
Unclassified salaried employees should follow the established work schedules, recognizing, however, that departmental demands may require that you work more than a 40-hour workweek. Unclassified employees are exempt from the overtime provisions of the Fair Labor Standards Act and do not receive pay or earn compensatory time for overtime worked.
The University values the continuing education, training and development of its workforce, and the active participation of its employees in campus meetings and events. To that end, when possible you will be allowed paid release time to be engaged in such development opportunities. Supervisors are encouraged to use their discretion to be flexible with employee scheduling so that employees can participate.
A department's need for productivity and appropriate staffing, as well as an employee's record of attendance, are some, but not all of the criteria that will be considered in the decision to grant paid release time opportunities.
Classified and unclassified hourly staff are paid every other Friday. On payday, you will receive pay earned for the two weeks that ended the previous Friday. Pay Remittance Advices are available for viewing one day prior to pay day. Access is available from Wings Express. 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.
You will record all hours worked on an electronic time sheet for each bi-weekly pay period. Your time sheet must accurately reflect all hours worked. Hours cannot be informally accumulated for future use. Videos are available for general assistance for leave reporting and electronic time sheet process.
Classified and unclassified hourly employees are eligible for overtime for all hours worked over forty hours in an active pay status in a calendar workweek. All overtime must be approved in advance by your supervisor and then reported on the time sheet for the period in which it was earned. Active pay status includes sick leave, vacation leave, holiday pay, compensatory time (if applicable), and hours worked. Overtime is paid at one and one-half times the hourly rate of pay for each hour of overtime worked.
For classified employees, compensatory time may be granted at the discretion of the employee at a rate of 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 as 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. Unclassified hourly staff are a not eligible to earn compensatory time but are instead paid overtime at one and one-half hours for every hour of overtime worked.
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.
Unclassified staff are paid monthly, on the last working day of the month. Pay Remittance Advices are available for viewing one day prior to pay day. Access is available from Wings Express. 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.
You will record all Sick Leave and Vacation hours taken on an electronic leave report for each monthly pay period. Your Leave Report must accurately reflect all hours taken. Comments should be included in the report to reflect the general purpose for sick leave taken. Hours cannot be informally accumulated for future use.
Employees of Wright State University are not eligible to have Social Security withheld from their pay but are instead required to participate in a university-provided retirement plan.
Wright State University does not withhold Social Security taxes. The Windfall Elimination Provision affects how the amount of your retirement or disability benefit is calculated if you receive a pension from work where Social Security taxes were not withheld. A modified formula is used to calculate the benefit amount, which may result in a lower Social Security benefit. For more information contact your local Social Security Office.
Wright State employees are exempt from paying social security taxes, however, employees hired after April 1, 1986 are required to make a Medicare contribution on their Wright State earnings.