| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 69.41 |
| Liaison | Yolanda Cieters |
| Submission Date | Feb. 22, 2016 |
| Executive Letter | Download |
Seattle University
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
3.00 / 3.00 |
Phillip
Thompson Director CEJS |
Number of employees:
Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
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:
For Staff/Faculty:
SU surpasses the state minimum wage, King County's living wage, and the higher minimum wage set by the City of Seattle, for all our regular employees. SU has a policy of compensation: “In line with its mission, vision, and values, Seattle University develops and maintain pay and benefit programs that attract, retain and reward a talented and diverse staff workforce. Pay programs, systems and administrative processes will be evaluated regularly to ensure external market competitiveness, internal fairness and fiscal responsibility.”
Note that for Employees of Contractors, the University follows criteria set by the Internal Revenue Service for properly classifying individuals as either independent contractors or employees:
--They have a written IC (Independent Contractor) agreement with the University describing their status as an IC.
--They do not have a continuing relationship with the University
--They do not receive employee benefits from the University.
--The ICs have a direct interest in or share of any profit/loss of the work they accomplished.
--Their services are available to the general public.
--They perform similar services for more than one firm at a time.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Number of staff and faculty that receive sustainable compensation:
Number of employees of contractors that receive sustainable compensation:
A brief description of the standard(s) against which compensation was assessed:
(1) The local minimum wage: Washington State minimum wage is currently set at $9.47 per hour. The new minimum wage legislation passed by Seattle City Council and signed into law by Mayor Murray provides for an increase in the minimum wage in the City of Seattle to $15 an hour, phased in over time, beginning April 2015: Large employers (businesses with 500 or more employees, either in Seattle or nationally) will reach $15 per hour in three years. The wages of employees who receive health care benefits will reach $15 per hour in four years. Seattle University is a "Schedule 1 employer" (more than 500 employees in the U.S.) with medical benefits. Schedule 1 employers that pay toward an individual employee’s medical benefits plan shall pay an hourly minimum wage of at least:
a. $11.00 by April 1, 2015
b. $12.50 by January 1, 2016
c. $13.50 by January 1, 2017
d. $15.00 by January 1, 2018
See: http://murray.seattle.gov/minimumwage/#sthash.yJupYoFm.dpuf
(2) The living wage: The living wage for one adult in King County is $11.19 per hour according to the Living Wage Calculator (http://livingwage.mit.edu/).
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
All full-time staff members are paid $15.00/hr or more, with less than 1% being at the fifteen dollar minimum.
Our benefits package currently includes: Medical, dental, vision, life, and disability insurance, significantly subsidized for employee and dependents; generous retirement plan; vacation, sick leave, 12 holidays plus Christmas week off, community service leave; Transportation pass 75% paid; University fitness facilities free for employees; Tuition for employees and dependents administered in accordance with University policies. Medical costs are tiered so that those who make less have lower premium costs. Participation in our wellness plan can lower premium costs further, with our lowest plan cost being $11 per month for employee only coverage.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
All part-time staff are paid at the $15.00 minimum or above. Those who work 20 hours or more per week (92% of part-time employees) receive the benefits described above. Those below 20 hours receive sick leave and can use all University facilities for free.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
The lowest paid temporary staff receive $13/hr, though a recent audit revealed that only 2 people needed an increase to hit that new minimum in 2016. In 2017, that minimum will increase to $15/hr. Temp employees accrue an hour of sick leave for every 30 hours worked.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
All temporary faculty are paid at least $800 per credit hour.
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
The lowest paid students are paid $13 per hour.
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:
**Note about Number of employees of contractors working on campus:
1077 is the number of paid independent contractors in calendar year 2015.
**Note about Number of employees of contractors working on campus:
1077 is the number of paid independent contractors in calendar year 2015.
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.