| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 52.10 |
| Liaison | Ciara Tennis |
| Submission Date | Jan. 11, 2016 |
| Executive Letter | Download |
Eastern Connecticut State University
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.50 / 3.00 |
Laura
Miller Energy Technical Specialist Institute for Sustainable Energy |
Number of employees:
Date Revised: Feb. 2, 2016
Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
Date Revised: Feb. 3, 2016
Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Number of employees of contractors working on campus:
Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:
Administrative staff are covered by the local AFSCME SUOAF chapter collective bargaining agreement. Teaching Faculty are covered by the local AAUP union collective bargaining agreement.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Number of staff and faculty that receive sustainable compensation:
Date Revised: Feb. 3, 2016
Number of employees of contractors that receive sustainable compensation:
A brief description of the standard(s) against which compensation was assessed:
600 employees are covered by a union which sets the rate for wages and benefits.
Here is a link to the SUOAF Union Handbook which details wages and increments within employees administration levels. When employees first begin work they are placed at a level based on past experience, and earned credentials. http://www1.easternct.edu/humanresources/files/2014/04/SUOAF2007-2011_000August8.pdf
Here also is a link to the AAUP handbook:http://www1.easternct.edu/humanresources/files/2014/04/aaup_contract.pdf
Date Revised: Feb. 3, 2016
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
600 employees are covered by a union which sets the rate for wages and benefits.
Here is a link to the SUOAF Union Handbook which details wages and increments within employees administration levels. When employees first begin work they are placed at a level based on past experience, and earned credentials. http://www1.easternct.edu/humanresources/files/2014/04/SUOAF2007-2011_000August8.pdf
Here also is a link to the AAUP handbook:http://www1.easternct.edu/humanresources/files/2014/04/aaup_contract.pdf
Date Revised: Feb. 3, 2016
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
Lowest paid employees compensation includes but is not limited to University Assistants, Graduate Assistants, and their compensation is based on years of experience, and earned credentials.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
N/A
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
Based on experience and degree level.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
Defined by minimum wage set by the State of Connecticut.
The local legal minimum hourly wage for regular employees:
Does the institution have an on-site child care facility, partner with a local facility, and/or provide subsidies or financial support to help meet the child care needs of faculty and staff?:
Does the institution offer a socially responsible investment option for retirement plans?:
The website URL where information about the institution’s sustainable compensation policies and practices is available:
Data source(s) and notes about the submission:
The information for this credit was collected through speaking with George Whiting.
The information for this credit was collected through speaking with George Whiting.
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.