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ARTICLE 36 - SALARY ADJUSTMENTS
I. Starting Salary for New Hires
A. External Hires
Salary Grade Structures - For a vacancy in the grade structure, the normal starting salary may be established up to ten (10) percent beyond the midpoint of the grade. Exceptions will require the approval of the appropriate Vice President/Provost and UHR. Hiring at rates in excess of the range or grade maximum, including requests for T-code appointments, are to be submitted to the Associate Vice President for University Human Resources or his or her designee for consideration and decision.
B. Internal Hires
II. Promotion
A. Salary
1. A minimum of five (5) percent up to a maximum of fifteen (15) percent increase to the employee’s salary at the discretion of the hiring authority. The new salary cannot be less than the minimum or more than the maximum of the new range or grade. For salary grades, most salaries are expected to cluster around the grade midpoint, which is the measure for the market rate. Hiring authorities must take this fact into consideration in determining the offer salary. An additional factor to take into consideration is whether the promotion results in an increase in the standard number of hours worked per week. 2. Under extraordinary circumstances, a Vice President or Provost may request that an exception be made to provide an increase in excess of the above parameters. Exception requests should be forwarded to the Associate Vice President for Human Resources or his or her designee.
B. Effective Date of Promotion.
III. Lateral Move
IV. Job Reclassification
A. When a position has been reclassified to a higher range or grade, the effective date of the upward reclassification will be the payroll begin date following receipt of the completed Classification and Recruitment Form by the Newark Human Resources Office, the Camden Provost's Office, or UHR in New Brunswick. The compensation level for the individual is determined by following the promotion policy in Section II. B. When a position is reclassified to a lower range or grade, the compensation level for the individual is determined by the downgrade policy in Section VI.
V. In-Range/Grade Salary Adjustments
A. The salary adjustment should not exceed ten (10) percent. B. The resulting salary does not exceed the salary range/grade maximum. C. The employee has not had another in-range/grade salary adjustment within the last 12 months. All requests that are outside of these parameters must be submitted to the Associate Vice President for University Human Resources or his or her designee for approval.
VI. Downgrade
An employee who is given notice of layoff but who, before removal from the payroll, is the successful applicant for a lower-rated position, will be compensated in accordance with Section VI.A. - Voluntary, below. An employee who is laid off and then rehired will be compensated in accordance with the Policy on Employment Protection, Section 60.4.3, of the University Policy Library. If an employee moves into a position covered by a bargaining unit as a result of a downward reclassification or as a result of being a successful candidate, the rules for that unit apply. Salary adjustments resulting from these downward moves are calculated as follows:
A. Voluntary and Deficiency Downgrades
2. The dean, director, or department head must submit a written request for a salary reduction to the Associate Vice President for Human Resources or his or her designee for consideration and decision. 3. The adjusted salary is effective the first day of the pay period following the date the employee begins work in the lower-rated job title after all necessary approvals have been received.
B. Involuntary Downgrade (No Fault Downgrade)
This Section does not apply to positions supported by grant funds. When a position that is supported by grant funds is reclassified downward, compensation will be calculated as in Section VI.A. – Voluntary.
VII. Title Upgrade
A. The employee retains the same salary in the new range or grade. B. If the employee’s salary is below the minimum of the new range or grade, it will be increased to the minimum.
VIII. Title Downgrade
IX. Red-Circled Employees A. When a red-circled employee is promoted or reclassified upward, the compensation level for the individual is determined in accordance with the promotion policy in Section II – Promotion. B. When a red-circled employee is reclassified downward, the compensation is determined by the downgrade policy in Section VI.B – Involuntary Downgrade (No Fault Downgrade). C. When a red-circled employee's title is upgraded, salary is calculated in accordance with Section VII. D. When a red-circled employee's title is downgraded, salary is calculated in accordance with Section VIII.
X. Exceptions
XI. All determinations made pursuant to this Article shall be made at the sole and exclusive discretion of the University. | |||||||||||
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