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Below are frequently asked questions.  If your question is not here, please let us know what your question is so that we can add to our page.  

1. How do I request a new position in my department?

A job analysis will be required when a department wants to add a new position.  A written request from the department head as well as a completed Job Analysis Questionnaire must be routed through the levels of approval up to and including the Divisional Vice President.

2. What title should I use for a new position?

The first step is to determine the duties and responsibilities of the position.  Next visit the Compensation Pay Plan to review the current job titles and view the job descriptions.  If you see a title and description that fits your new position, you can use the established title.  If not, you may contact a Compensation team member by emailing us with the duties and responsibilities and we will help assist with a title.

3. How do I request a reclassification?

A job analysis will be required upon a request for a reclassification.  A written request from the department head as well as a completed Job Analysis Questionnaire must be routed through the levels of approval up to and including the Divisional Vice President.

4. What title should I use for a reclassification request?

The first step is to determine the duties and responsibilities of the position. Next visit the Compensation Pay Plan to review the current job titles and view the job descriptions.  If you see a title and description that fits your new position, you can use the established title.  If not, you may contact a Compensation team member by emailing us with the duties and responsibilities and we will help assist with a title.

5. What is a Desk Audit?

A desk audit is an “interview” by a Compensation team member of the Office of Human Resources (OHR) with the incumbent of the position and their immediate supervisor in order to gather information about a position to appropriately classify the position.  A desk audit may be conducted by the Office of Human Resources when a reclassification request needs additional gathering of information or onsite illustrative examples.

6. How do I get promoted?

You may apply for open jobs within the University that have a higher salary or higher pay grade.  Promotion/Transfer policy states that you must be in a job for six months before you can apply for a job in a different department.  You must meet the qualifications for a job before you can be hired into the job.

7. What is a demotion?

A demotion is the change of an employee from a position in one pay grade to a position assigned to a lower pay grade.

8. Where are the pay ranges for University classified positions listed?

The pay ranges for classified positions can be found on the Compensation Pay Plan. Where are the established salary ranges for Professional & Administrative positions?

Professional & Administrative positions do not have an established salary range.  To determine the appropriate rate, please contact a Compensation team member.

10. What does FLSA mean and why is important?

FLSA is the acronym for Fair Labor Standards Act.  The Wage and Hour Division of the Department of Labor administers the FLSA’s regulations on minimum wage; child labor laws, overtime pay, and prohibits pay differentials based on gender.

11. Who is an exempt employee?

Exempt employees do not normally receive additional compensation for any of their additional work activities.  Further, since exempt employees are not subject to the overtime provisions of the Fair Labor Standards Act they are expected to work whatever hours are necessary to satisfactorily accomplish their job duties and responsibilities.  Members of the teaching faculty are also considered exempt if employed on a monthly salaried basis and if not dually employed in any non-exempt capacity.

12. Who is a non-exempt employee?

An employee who is subject to the overtime provisions of the Fair Labor Standards Act and is required to work in excess of 40 hours in a work week is entitled to compensation for the excess hours by taking compensatory time off at the rate of l-l/2 hours off for each hour of overtime. All overtime must be approved in advance by the employee's supervisor. Working unapproved overtime will result in disciplinary action up to and including dismissal. Overtime accruals will be used before compensatory time accruals. Overtime that is not taken within twelve months of the time it is accrued will be paid. However, every effort must be made to take off all overtime as soon as possible after it is accrued.

13. How do I know if my position is exempt or non-exempt?

The FLSA status of exempt or non-exempt can be found in the Compensation Pay Plan next to your title or on your official job description.

14. How much will minimum wage increase this summer?

Minimum wage will increase to $7.25 on July 24, 2009.  In May 2007, President Bush signed a bill that increased the Federal Minimum Wage Rate in three incremental phases, with the third phase to become effective July 24, 2009.

15. How do you hire temporary help?

Departments may hire temporary employees to accomplish the tasks normally performed by a regular employee who is unable to do so because of sick leave, vacation, leave of absence, etc., to accomplish seasonal tasks or accomplish a specific task or project over a specified period of time.

To learn more about hiring Temporary Employees, the guidelines can be found at Temporary Employee Guidelines (doc).

For the Policy, click on the below link:

Hiring Temporary Non-Faculty, Non-Student Employees Policy

page updated 3/18/2014 11:36 AM