| Overall Rating | Gold |
|---|---|
| Overall Score | 79.39 |
| Liaison | Yolanda Cieters |
| Submission Date | March 5, 2021 |
Seattle University
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
2.16 / 3.00 |
Yolanda
Cieters Associate Director CEJS |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of employees that receive a living wage (benefits excluded):
Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:
A list or brief description of significant on-site contractors:
SU has two significant contractors with regular part-time and full-time employees working on-site at SU:
--Food Service Provider
--Cleaning/Janitorial services company
We do not have wage data for the contractors but know that the companies are parties to collective bargaining agreements.
Construction workers and student employees have been excluded from the count for PART 2 of this credit.
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
Total compensation provided to the institution’s lowest paid regular, part-time or full-time 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:
--If the lowest-paid employee at SU took advantage of the maximum amount of benefits we offer, that would increase their rate to $30.50, or 125% of $18.59.
The lowest paid employee is eligible for all the benefits that the highest ranking employee would be eligible for. Lowest paid workers health care costs are subsidized at higher rate and can be had at $19.00/month for our lowest cost plan. They also receive vision and dental for themselves, basic life insurance and AD&D coverage and Long term disability insurance at no cost. They are eligible for tuition remission for both themselves and their dependents.
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:
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
--For Part 1: Percentage of employees that receive a living wage (benefits excluded):
STAFF: 97.55% of the 809 staff in FY20 receive a living wage of $18.59 (or more).
FACULTY: 100% of the 778 faculty in FY20 receive a living wage of $18.59 (or more).
-> 1567 (789 + 778) of the 1587 employees in FY20 receive a living wage, that is 98.75%
NOTE: Until December 2020, the living wage for Seattle for “2 [working] Adults, 2 Children” using the MIT living Wage Calculator was $18.59.
--For Part 1: Percentage of employees that receive a living wage (benefits excluded):
STAFF: 97.55% of the 809 staff in FY20 receive a living wage of $18.59 (or more).
FACULTY: 100% of the 778 faculty in FY20 receive a living wage of $18.59 (or more).
-> 1567 (789 + 778) of the 1587 employees in FY20 receive a living wage, that is 98.75%
NOTE: Until December 2020, the living wage for Seattle for “2 [working] Adults, 2 Children” using the MIT living Wage Calculator was $18.59.
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.