| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 49.46 |
| Liaison | Margaret Bounds |
| Submission Date | March 2, 2018 |
| Executive Letter | Download |
Connecticut College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.27 / 3.00 |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
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):
The total compensation provided to the institution’s lowest paid regular (i.e., permanent) employee or pay grade meets or exceeds what percentage of the living wage?:
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 :
In addition to their hourly rate, the lowest paid employees receive a 10% College contribution to their retirement plan, ability to enroll in College sponsored, highly subsidized medical and dental plans (employee premium contributions for the College's medical and dental insurance are based on employee's annual wage with lower paid employees contributing significantly less than higher paid employees), access to up to three courses at the College, up to $1,000 in tuition reimbursement for courses they take elsewhere, dependent tuition benefit up to 25% of Connecticut College's tuition after 7 years of service, access to the library and athletic complex (pool, ice rink, fitness center, squash courts, field house, outdoor track), Employee Assistance Program, cell phone discounts through select carriers, paid time off (holidays, sick leave, vacation), short term disability, long term disability, life insurance, and a flexible spending account.
Has the institution made a formal commitment to pay a living wage?:
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
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)?:
A brief description of the institution’s commitment to a student living wage:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
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.