Furman University
PA-13: Pay Equity and Living Wage
| Status | Score | Responsible Party |
|---|---|---|
|
0.40 / 5.00 |
13.1 Internal pay equity assessment
Description of the methodologies used to assess internal pay equity:
Internal equity evaluations are informal and apply mainly to non-academic staff. (Academic salaries are determined by Academic Affairs.) The primary metrics we look at are length of service, gender and ethnicity.
Are the pay equity assessment(s) inclusive of both academic and non-academic staff?:
Do the pay equity assessment(s) explicitly address pay equity by gender identity?:
Do the pay equity assessment(s) explicitly address internal pay equity by racial, ethnic, and/or Indigenous identity?:
Does the institution publish the results of its internal pay equity assessments?:
Published results of the institution’s most recently finalized internal pay equity assessment:
Online resource where the results of the institution’s internal pay equity assessments are available:
The Reporting Tool will automatically calculate the following figure:
13.2 Percentage of employees that receive a living wage
Narrative and/or website URL detailing the institution’s living wage accreditation:
Provide wage figures in the institution’s local currency and expressed as hourly rates.
Performance year for living wage:
Living wage:
Standard or methodology used to determine the living wage:
Wage floor for regular/permanent employees:
Wage floor for short-term/casual academic staff:
Wage floor for short-term/casual non-academic staff:
Percentage of employees that receive remuneration equivalent to at least a living wage:
Narrative outlining the forms of remuneration included in the living wage calculations:
Calculations include employer paid health insurance (partially paid by employee), employer paid life insurance and employer retirement contribution
Has the institution made a formal commitment to pay a living wage?:
Narrative and/or website URL detailing the institution’s formal commitment to pay a living wage:
We have committed to a minimum hourly rate of $15/hour for all regular employees.
The Reporting Tool will automatically calculate the following figure:
13.3 Percentage of significant contractors that pay a collectively determined or living wage
Documentation affirming that the institution has no significant contractors:
Total number of significant contractors:
Number of significant contractors known to pay a collectively determined or living wage:
Description of the methodology used to determine which significant contractors pay a collectively determined or living wage:
No data regarding living wage was provided, so we assummed a worst-case scenario.
Significant contractors are:
- Campus Dining Service: Bon Appetit Management Company
- Campus Bookstore: Follett Higer Education Group
- Campus Post Office: P2X
The Reporting Tool will automatically calculate the following two figures:
Points earned for indicator PA 13.3:
Optional documentation
Bon Appetit Equity Statement: https://www.bamco.com/increasing-equity-at-bon-appetit/
Additional documentation for this credit:
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.