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Posts from the ‘Classification and Compensation’ Category

All Things FLSA Overtime

by Missy Kline

OT-clockEmployers must be in compliance with DOL's new FLSA overtime rule by December 1 of this year, which leaves very little time for what's sure to be a lot of work. To help make your work a little easier, we've compiled several resources (including a white paper that provides guidance on classifying and compensating coaches and athletic trainers under the new rule) and are working on several different types of programming to help you with your FLSA challenges in the weeks and months ahead.

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FLSA Overtime Regulations – What Are the Top Concerns for Higher Ed?

by Andy Brantley

The February 16 webinar, "FLSA Overtime: How, When and Why to Prepare," was the most-attended webinar in CUPA-HR history, reinforcing that the topic is obviously top of mind for all of us in higher ed HR. During the webinar, we polled participants to help us more fully understand the challenges the changes would create. So what are our top concerns?

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CUPA-HR Meets With Treasury to Discuss Treatment of Student Workers Under ACA’s Employer Mandate

by CUPA-HR

On February 17, CUPA-HR, the American Council on Education and other higher ed associations met with the U.S. Department of Treasury to discuss the ongoing issues surrounding the Affordable Care Act’s employer mandate as it relates to student workers on campus. The meeting was a follow-up to a January 2015 conversation wherein we provided input to the Treasury and the IRS on how institutions could calculate hours for resident assistants, undergraduate and graduate research assistants and other student workers whose hours are problematic to track.

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FLSA Overtime: How, When and Why to Prepare

by CUPA-HR

overtime_blogStressed about the pending changes to the FLSA's overtime regulations? You're not alone! Higher ed institutions across the country are taking proactive steps to prepare for the coming changes to the "white collar" exemption. Read on to find out how you can begin to build your compliance strategy now.

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Show Them the Money: An Approach to Faculty Salary Adjustments

by Julie Boggs

moneyAfter years of providing less-than-competitive salaries for faculty, the University of Montevallo recently set out on an endeavor that included collaboration among the finance, academic affairs and human resources departments to improve salaries for its faculty.

Faculty salary data in the 2011-12 academic year for the state of Alabama indicated that Montevallo was seriously behind other public institutions in the state. The university ranked 12th in average salaries for full professors among Alabama’s 14 public institutions and 13th for assistant professors. Associate professors fared worst of all, with the institution ranking last for average salaries of that group.

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4 Ways to Improve Compensation Satisfaction in Your Organization

by Missy Kline

man and money and handAre there grumblings at your institution about pay? Water-cooler talk lamenting a lack of raises, perceived inequities or other comp-related issues? If yours is like the majority of organizations, the answer is probably “yes.” But how much of that chatter is based on fact and how much is born from speculation?

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The Nuts and Bolts of a Pay-for-Performance Strategy

by Missy Kline

nuts and bolts 300pxWhen leadership at Northeast Ohio Medical University charged human resources a few years ago with creating a new strategy for rewards and recognition, there was one clear mandate — no more across-the-board pay increases. With that direction and a pool of dollars allocated to fund five years of merit increases, HR set out to rethink the university’s approach to performance management. The outcome: a competency-based pay-for-performance system that rewards only top performers and is linked to institution-wide goals.

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Does Your Total Rewards Strategy Need a Tune-Up?

by CUPA-HR

hand with wrench-300Compensation, recognition and rewards, professional development, benefits – all are important components of a total rewards package. Done right, an organization’s total rewards strategy can be a powerful driver for recruitment and retention. When employees feel cared about and looked after by their employer, when they feel valued and appreciated, they tend to be more productive, more loyal and more engaged. So what does your total rewards package look like? Is it in a good spot, or could it use a few tweaks?

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2015 Snapshot: Women in Higher Ed Leadership

by Gayle Kiser

CUPAHR_women_in_highered_20151-thumbWould it surprise you to hear that 72% of chief HR officers at colleges and universities are women? Or that the median salary for women in the chief HR position is 90% of the median salary for men in the same position? Because March is Women’s History Month, we thought we’d take a closer look at the data.

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How Can HR Help Inform Executive Compensation Decisions?

by Missy Kline

money-scales-blogAlthough governing boards are responsible for recruiting, hiring and setting compensation for university presidents, human resource leaders can provide valuable support, particularly in informing compensation decisions.

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