Non-Exempt
Positions
A title for a position should be established when 1) a new
position is created or 2) when an existing position is changed substantially to the
degree that a new title is required. When an employee vacates a
department/unit, the same position should be posted to replace the vacancy.
However, if the duties of the position are changing more than 40%, the
department/unit may request a review of the position.
Requests must be endorsed by the responsible administrator
through the appropriate administrative channels, indicated by a completed
Job
Inventory Form (JIF). The JIF is submitted to HRM for review. HRM will
send a recommendation back to the department/unit.
Once approval has been obtained, the department/unit completes an online Position Approval Request Form (PARF)
for posting.
See Employment Tool Kit.
The Department of Human Resources assigns
each non-exempt job title to a specific pay grade and establishes a range
of allowable salary rates for each pay grade. Salary ranges are based on
salary rates paid by similar organizations for similar positions and a
comparison of positions within the University. Allowable salary rates are
available from Human Resources Management, 662 325-3713. The salary rates are
for full-time employees and must be prorated for part-time employees. The
Department of Human Resources Management will conduct periodic reviews to
preserve the accuracy and competitiveness of this structure.
The MSU Support Staff Hiring Rate Structure is
used for non-exempt classified support staff positions only in
the following occupational categories:
The following categories are excluded from MSU Support Staff
Hiring Rate Structure:
-
Executive, Administrative, Managerial
-
Faculty
-
Other Professionals
-
Graduate Assistant, Graduate Research Assistant,
Intermittent, and other Student Employees
Beginning salaries should be based on the
pay grade of the position, individual's qualifications, and salaries of
existing employees. Salaries should be determined by the
department/unit head in consultation with the Department of Human Resources
Management.
Please contact
your HR Generalist in the Department of Human Resources Management prior to
making a salary offer at 662-325-3713.
Merit Increases
Subject to legislative appropriations, the availability of
funds, approval by the Board of Trustees of State Institutions of Higher
Learning, and University administrator instructions, merit increases based
on documented work performance may be granted to eligible employees.
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Promotions
A promotion is the movement of an employee into a job with
increased responsibility (and higher pay grade) relative to the employee's
present job. This can be accomplished through the University recruitment and
selection process or reclassification of a position (See
Non-Exempt New Hires).
Periods during the fall and spring have been designated as windows of time
that positions may be assessed for purposes of reclassification. These
adjustments will become effective January 1 or July 1, whichever is
appropriate. HRM will notify departments of the
period within which any position reassessments must be considered.
Reclassifications must be initiated and justified by
the department/unit head and be endorsed by the responsible
administrator through the appropriate administrative channels. A job is eligible for reclassification
when its primary duties either increase or decrease in scope and complexity
and the position changes substantially by more than 40% (2 days out of 5.)
In other words, acquiring more of the same type of work will not qualify a job
for reclassification.
See Request for Salary Adjustment:
Staff Positions
for procedures for requesting reclassifications.
Salaries for promotions and reclassifications will be determined by the
department/unit head in consultation with the Department of Human Resources
Management.
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Demotions
A demotion occurs when an employee's
position is reassessed to a lower pay grade or when an employee is transferred
to a position in a lower pay grade. A
demotion also occurs when an employee voluntarily accepts a position in a
lower pay grade than the position occupied.
A demoted employee's new
salary is determined by the department/unit head in consultation with the
Department of Human Resources Management (See
Non-Exempt New Hires).
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Lateral Transfers
A transfer is defined as a lateral move from
one (1) job to another, or one (1) geographical location to another, in the
same or similar classification within the same pay grade.
An employee's new salary is
determined by the department/unit head in consultation with the Department of
Human Resources Management (See
Non-Exempt New Hires).
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Administrative Transfers
The transfer of an employee may be made administratively from one position
to another position within a unit or to another unit when it is considered
to be in the best interest of the University, or for better utilization of
the employee's skills and abilities.
See Request for Salary Adjustment:
Staff Positions
for procedures for requesting administrative
transfers.
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Equity
Adjustments
See Request for Salary Adjustment:
Staff Positions
for procedures in requesting an equity increase.
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Additional
Compensation for Additional Services
The following are requirements for an exempt or non-exempt
employee to be eligible to receive additional compensation:
-
Additional
services will in no way interfere with the primary duties of the employee.
-
Payment must be
at a reasonable rate of pay for duties performed.
-
Non-exempt employees must be paid overtime for actual hours
worked over 40 unless an the employee undertakes, on an occasional or
sporadic basis and solely at the employee’s option, part-time employment for
the public agency which is in a different capacity from any capacity in
which the employee is regularly employed (29U.S.C. §207(p)(2)).
-
Exempt employees are paid a regular salary and are not paid based on the
number of hours worked. Exempt employment is a professional relationship
whereby employees are given the flexibility to exercise professional
judgment both in how and when the work is done. They are expected to meet
operational needs and are evaluated on results achieved. Therefore, exempt
employees do not normally receive extra compensation. However, exempt
employees may in limited
circumstances receive extra compensation from the University for work
performed outside the employee's department/unit.
Additional compensation for additional services must be
approved by the responsible administrator(s) prior
to the employee performing additional services. The department/unit must
complete a
Request for Other University Employment Activity Form
and submit it through the appropriate administrative channels.
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Educational Achievement
The University grants an
increase in annual salary, subject to the availability of funds, to employees
who become certified by a recognized and accredited certification program, or
who earn an associate's, bachelor's, master's, or doctoral degree. This
certification or degree must be in an academic discipline that is relevant and
related to the employee's current position and should enhance the employee's
ability to perform the duties of that position. If the completion of
certification or degree is a condition of employment, employees are ineligible
for additional compensation. In addition, employees must be in good standing
with the University, indicated by an overall rating of "satisfactory" or above
on the employee's most recent written performance appraisal. Should the
employee be unable to maintain certification, the original award will be
discontinued.
A request to increase
employees' salary based upon certification or an earned degree will adhere to
the schedule below, unless approved by HRM. Such requests will include a
supporting letter from the employee's department/unit head documenting the
request, an official transcript (if official transcript is not available at time
of request, a copy may be submitted and an official forwarded later) or
documentation indicating the date and type of certification and must be
submitted to the responsible administrator through the appropriate
administrative channels for approval. Copies of the approved request and
certified transcript and/or documentation must be submitted to HRM. All such
salary increases will be effective at the beginning of the fiscal year
immediately following the award of the certification or degree.
Procedure will be given in the budget instructions for
entering the appropriate increase. Employment Action Forms should only be sent to HRM in the
event that the increase was not entered into the budget module.
| Certification/Licensure..... |
$250 per year |
| Associate's Degree..... |
$250 per year |
| Certified Public Accountant..... |
$1000 per year |
| Professional Architect/Engineer..... |
$1000 per year |
| Bachelor's Degree..... |
$800 per year |
| Master's Degree..... |
$1000 per year |
| Doctoral Degree..... |
$2000 per year |
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Pay
for Hours Worked on a Holiday
Non-exempt regular employees required to work all or part of
a recognized University holiday period will be paid in accordance with the
following guidelines.
When department/unit commitments make it necessary for
non-exempt regular employees to work all or part of a recognized University
holiday period, these employees will be paid at a rate of one and one half
times the regular rate of pay and paid for the holiday at their regular
rate of pay. Any hours worked during the holiday period over 40 hours per week
are treated as overtime, but paid at two times employees’ regular rate of pay
(see procedures for
Overtime/Compensation Time #60-311).
An employee may not be paid for major medical leave or personal leave on a
designated University holiday. Temporary employees, student employees,
intermittent employees and rehired retires are not eligible for holiday pay.
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Stand-By Pay
Employees may be required to serve on standby duty. Standby
duty requires employees to be accessible, available, and able to report for
duty if called. Department/unit heads are responsible for determining the need
for standby duty and for assigning employees to standby duty. Supervisors must
maintain a standby roster of all qualified employees who may be required to
serve on standby duty. An equitable rotation procedure must be followed in
requiring employees to serve on standby duty.
Standby Period - Definition: A standby period is a designated period determined by the
department/unit head in consultation with the Department of Human Resources
Management. Such periods may vary in beginning and ending times from
department to department, and are subject to change by administrative decision
as dictated by work load needs.
Standby Pay: Standby pay shall be provided to employees at a rate per
assigned shift as determined by the department/unit head in consultation with
the Department of Human Resources Management. Employees on standby duty and
who fail to respond to being called back to work from standby status will not
receive standby pay for that period. Employees already scheduled to work will
not receive standby pay.
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Call-Back Pay
Employees who are called back and report to work from
standby status or otherwise at a time not previously scheduled shall receive
call-back pay.
Employees will be paid as follows:
-
A minimum of two (2) hours pay at one and one half the
regular hourly pay rate even when the time actually spent on the job is less
than two (2) hours, or
-
Pay for actual hours worked at one and one half the
regular pay rate, if hours worked exceeds two (2).
Actual hours worked for call-back purposes means only time
spent at the work site. Time spent in route to or from work site in not
included as time worked. The call-back period begins upon arrival to
campus and ends when the employee departs campus.
Compensatory time off may be used in lieu of cash payment
for call-back time worked in accordance with University procedures for
Overtime/Compensation Time #60-311.
Exempt employees who
are called back to work from standby status or otherwise at a time not
previously scheduled shall not receive compensation for time worked in
call-back status.
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Shift Differential
A shift differential is paid to an employee
for a shift assignment when at least half (4) of the work hours are between
3:00 P.M. and 8:00 A.M. of the following day. The shift differential pay
premium paid to employees shall be paid at 10% above the employee's regular
rate of pay. Overtime is calculated at the employee's regular rate of
pay (base pay plus shift differential). Employees who are paid a shift
differential will have that shift differential included in the calculation of
their regular rate of pay. For additional information on overtime, refer
to
see
Overtime/Compensation Time #60-311.
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Discrimination based upon race, color, religion, sex, national origin, age, disability, or veteran's status is a violation of federal and state law and MSU policy and will not be tolerated. Discrimination based upon sexual orientation or group affiliation is a violation of MSU policy and will not be tolerated.
Page
maintained by Human Resources Management
Last modified
June 6, 2007
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