| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 45.17 |
| Liaison | Nina Bisbee |
| Submission Date | June 29, 2017 |
| Executive Letter | Download |
Bryn Mawr College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.75 / 3.00 |
Nina
Bisbee Director Facilities Services |
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indicates that no data was submitted for this field
Part 1
15.98
US/Canadian $
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
90
Part 2
Yes
Percentage of employees of contractors that work on-site as part of regular and ongoing campus operations that the institution has verified as receiving a living wage (benefits excluded) (0-100; enter ‘0’ if unknown):
0
Part 3
100 percent
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade, including any in-kind benefits included as part of the total compensation figure :
The minimum pay for a regular employee is $12. 50 per hour. A full-time employee in this classification receives benefits that average 53.7% of salary. Such benefits include, holiday pay, medical insurance, dental insurance, life insurance, Disability insurance,the employee assistance program, access to flexible spending accounts, as well as a contribution to a contribution to a 403 (b) retirement account by the college with no match required of the employee. These benefits are available to part- time employees as well, provided they work a minimum of 1352 hours per year. Full-time employees receive 9 sick days and 13 holidays per year and receive 4 weeks of vacation after 4 years of service and Short-term disability is available at 60% - 90% of pay There is tuition benefit for dependent children, which is 50% of tuition, provided to full-time employees after 7 years of service.
Optional Fields
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A copy or brief description of the institution’s written policy stating its commitment to a living wage:
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Has the institution made a formal commitment to provide a living wage to its student employees and/or graduate teaching/research assistants (e.g. by adopting a student bill-of-rights)?:
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A brief description of the institution’s commitment to a student living wage:
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The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.