Overall Rating Silver - expired
Overall Score 48.23
Liaison Nick Cookson
Submission Date Jan. 20, 2016
Executive Letter Download

STARS v2.0

Sewanee - The University of the South
PA-9: Employee Compensation

Status Score Responsible Party
Complete 3.00 / 3.00 Amy Turner
Director of Environmental Stewardship and Sustainability
Office of Environmental Stewardship and Sustainability
"---" indicates that no data was submitted for this field

Number of employees:
615

Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
615

Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
No

Number of employees of contractors working on campus:
0

Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
0

A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:

Each year, we consider the Living Wage Calculator from the Massachusetts Institute of Technology in addition to data from the Bureau of Labor Statistics on counties where most of our employees live (i.e., Franklin, Marion, and Grundy counties). We also use college and university salary data from College and University Professional Association for Human Resources to compare most of our exempt positions and many of the non-exempt positions. After examining these data sets, we determine if we need to adjust our hourly rates for non-exempt employees, and we did so in 2015 when we raised the entry level wage to $9.15 per hour up from $8.19 per hour.

+ Date Revised: Aug. 4, 2016

Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Yes

Number of staff and faculty that receive sustainable compensation:
615

Number of employees of contractors that receive sustainable compensation:
0

A brief description of the standard(s) against which compensation was assessed:

We do a survey each year of wages for particular jobs and check the cost of living wage for Franklin County as well as Nashville and Chattanooga. At that point we determine if we need to adjust our hourly rates for non-exempt. Which we adjusted drastically last year by raising the entry level wage to 9.15/hour from 8.19. We do not ensure anything but offer employment with these wages and the employee is free to accept or not.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:

SOCIAL SECURITY
The University participates in the Social Security (FICA) program. Social Security benefits may be paid for death, total disability, and retirement providing service requirements are met. To obtain these benefits, an employee must file a claim with the Social Security Office.
BASIC RETIREMENT PROGRAM
Episcopal clergy normally participate in the Church Pension Fund.
Other eligible employees participate in The University of the South Retirement Plan. The waiting period for the plan is one year from the date of employment, at which time participation in the plan is required. The one-year service requirement will be waived if the employee worked full-time at a four-year college or university for the 12-month period immediately prior to date of employment with the University.
Contributions are paid during working years to provide income during retirement. Each employee has the opportunity to choose among several investment options. If death occurs before retirement, the employee’s beneficiaries will receive accumulated retirement contributions and the earnings from these contributions.
Detailed information on this program is available in the Office of Human Resources.
OPTIONAL TAX-DEFERRED RETIREMENT PLANS
Employees may be eligible to begin contributing on a voluntary basis to an additional tax-deferred retirement account (up to Internal Revenue Service limits) on the first day of the month following the date of employment or anytime thereafter. The University currently sponsors tax-deferred plans with TIAA-CREF and Fidelity. Information on these plans is available in the Office of Human Resources.
HEALTH PLAN
Eligible employees may choose to participate in the University’s health plan which is administered by Blue Cross Blue Shield of Tennessee. Coverage may be elected without physical examination if application is made within 31 days of employment or during the annual open enrollment in November, in which case the change of coverage is effective on January 1.
A detailed description of the plan is available in the Office of Human Resources.
LIFE INSURANCE PLAN
Term life insurance, equal to an employee’s annual salary rounded to the next higher thousand and limited to $100,000 coverage is provided by the University to eligible employees on the first day of the month following the date of hire. Coverage is reduced to 65% of the amount at age 65, and 50% of the amount at age 70. The reduced amount will be adjusted to the next higher multiple of $1,000 if the figure is not already a multiple of $1,000. Life insurance coverage is reduced to $2000 at retirement. A description of the term life insurance plan is available in the Office of Human Resources.
3
Supplemental life insurance and dependent supplemental life insurance are also available. Information on these programs is available in the Office of Human Resources.
LONG-TERM DISABILITY INSURANCE
Long-term disability insurance provides disability income to eligible employees after a disabling illness or injury of six months’ duration.
Premiums are paid entirely by the University, and an employee must work at least 30 hours per week and meet other requirements to be eligible for coverage. Coverage is effective the first day of the month following the date of hire. A description of the long- term disability insurance plan is available in the Office of Human Resources.
After an employee has been unable to work as a result of an illness or injury for a year’s duration, the employee normally will be considered terminated.
DENTAL INSURANCE PLAN
Eligible employees may choose to participate in the University’s dental plan which is administered by BlueCross BlueShield of Tennessee. Coverage in the plan begins on the first day of the month following an employee’s hire. If selection is not made within 30 days of employment, employees must wait until the annual enrollment period which is normally in November. The employee pays the total premium through payroll deduction. A detailed description of the plan is available in the Office of Human Resources.
VISION
Eligible employees may choose to participate in the University’s vision plan which is administered by VSP. Coverage in the plan begins on the first day of the month following an employee’s hire. If selection is not made within 30 days of employment, employees must wait until the annual enrollment period which is normally in November. The employee pays the total premium through payroll deduction. A detailed description of the plan is available in the Office of Human Resources.
PERSONAL ACCIDENT INSURANCE
Coverage is available for accidental death or dismemberment (loss of hand, foot, or eye) for eligible employees and their families. Cost depends on amount of coverage elected. The employee pays the total premium through payroll deduction. Coverage begins the first of the month following the employee’s election of personal accident insurance. A description of the personal accident insurance plan is available in the Office of Human Resources.
EDUCATIONAL BENEFITS FOR EMPLOYEES
Employees are encouraged to develop their skills and increase job knowledge and expertise.
The University will pay the tuition, as well as the cost of materials and examination fees, for any employee to take instruction in any regular program directed toward high school certification.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:

SOCIAL SECURITY
The University participates in the Social Security (FICA) program. Social Security benefits may be paid for death, total disability, and retirement providing service requirements are met. To obtain these benefits, an employee must file a claim with the Social Security Office.
BASIC RETIREMENT PROGRAM
Episcopal clergy normally participate in the Church Pension Fund.
Other eligible employees participate in The University of the South Retirement Plan. The waiting period for the plan is one year from the date of employment, at which time participation in the plan is required. The one-year service requirement will be waived if the employee worked full-time at a four-year college or university for the 12-month period immediately prior to date of employment with the University.
Contributions are paid during working years to provide income during retirement. Each employee has the opportunity to choose among several investment options. If death occurs before retirement, the employee’s beneficiaries will receive accumulated retirement contributions and the earnings from these contributions.
Detailed information on this program is available in the Office of Human Resources.
OPTIONAL TAX-DEFERRED RETIREMENT PLANS
Employees may be eligible to begin contributing on a voluntary basis to an additional tax-deferred retirement account (up to Internal Revenue Service limits) on the first day of the month following the date of employment or anytime thereafter. The University currently sponsors tax-deferred plans with TIAA-CREF and Fidelity. Information on these plans is available in the Office of Human Resources.
HEALTH PLAN
Eligible employees may choose to participate in the University’s health plan which is administered by Blue Cross Blue Shield of Tennessee. Coverage may be elected without physical examination if application is made within 31 days of employment or during the annual open enrollment in November, in which case the change of coverage is effective on January 1.
A detailed description of the plan is available in the Office of Human Resources.
LIFE INSURANCE PLAN
Term life insurance, equal to an employee’s annual salary rounded to the next higher thousand and limited to $100,000 coverage is provided by the University to eligible employees on the first day of the month following the date of hire. Coverage is reduced to 65% of the amount at age 65, and 50% of the amount at age 70. The reduced amount will be adjusted to the next higher multiple of $1,000 if the figure is not already a multiple of $1,000. Life insurance coverage is reduced to $2000 at retirement. A description of the term life insurance plan is available in the Office of Human Resources.
3
Supplemental life insurance and dependent supplemental life insurance are also available. Information on these programs is available in the Office of Human Resources.
LONG-TERM DISABILITY INSURANCE
Long-term disability insurance provides disability income to eligible employees after a disabling illness or injury of six months’ duration.
Premiums are paid entirely by the University, and an employee must work at least 30 hours per week and meet other requirements to be eligible for coverage. Coverage is effective the first day of the month following the date of hire. A description of the long- term disability insurance plan is available in the Office of Human Resources.
After an employee has been unable to work as a result of an illness or injury for a year’s duration, the employee normally will be considered terminated.
DENTAL INSURANCE PLAN
Eligible employees may choose to participate in the University’s dental plan which is administered by BlueCross BlueShield of Tennessee. Coverage in the plan begins on the first day of the month following an employee’s hire. If selection is not made within 30 days of employment, employees must wait until the annual enrollment period which is normally in November. The employee pays the total premium through payroll deduction. A detailed description of the plan is available in the Office of Human Resources.
VISION
Eligible employees may choose to participate in the University’s vision plan which is administered by VSP. Coverage in the plan begins on the first day of the month following an employee’s hire. If selection is not made within 30 days of employment, employees must wait until the annual enrollment period which is normally in November. The employee pays the total premium through payroll deduction. A detailed description of the plan is available in the Office of Human Resources.
PERSONAL ACCIDENT INSURANCE
Coverage is available for accidental death or dismemberment (loss of hand, foot, or eye) for eligible employees and their families. Cost depends on amount of coverage elected. The employee pays the total premium through payroll deduction. Coverage begins the first of the month following the employee’s election of personal accident insurance. A description of the personal accident insurance plan is available in the Office of Human Resources.
EDUCATIONAL BENEFITS FOR EMPLOYEES
Employees are encouraged to develop their skills and increase job knowledge and expertise.
The University will pay the tuition, as well as the cost of materials and examination fees, for any employee to take instruction in any regular program directed toward high school certification.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:

SOCIAL SECURITY
The University participates in the Social Security (FICA) program. Social Security benefits may be paid for death, total disability, and retirement providing service requirements are met. To obtain these benefits, an employee must file a claim with the Social Security Office.
BASIC RETIREMENT PROGRAM
Episcopal clergy normally participate in the Church Pension Fund.
Other eligible employees participate in The University of the South Retirement Plan. The waiting period for the plan is one year from the date of employment, at which time participation in the plan is required. The one-year service requirement will be waived if the employee worked full-time at a four-year college or university for the 12-month period immediately prior to date of employment with the University.
Contributions are paid during working years to provide income during retirement. Each employee has the opportunity to choose among several investment options. If death occurs before retirement, the employee’s beneficiaries will receive accumulated retirement contributions and the earnings from these contributions.
Detailed information on this program is available in the Office of Human Resources.
OPTIONAL TAX-DEFERRED RETIREMENT PLANS
Employees may be eligible to begin contributing on a voluntary basis to an additional tax-deferred retirement account (up to Internal Revenue Service limits) on the first day of the month following the date of employment or anytime thereafter. The University currently sponsors tax-deferred plans with TIAA-CREF and Fidelity. Information on these plans is available in the Office of Human Resources.
HEALTH PLAN
Eligible employees may choose to participate in the University’s health plan which is administered by Blue Cross Blue Shield of Tennessee. Coverage may be elected without physical examination if application is made within 31 days of employment or during the annual open enrollment in November, in which case the change of coverage is effective on January 1.
A detailed description of the plan is available in the Office of Human Resources.
LIFE INSURANCE PLAN
Term life insurance, equal to an employee’s annual salary rounded to the next higher thousand and limited to $100,000 coverage is provided by the University to eligible employees on the first day of the month following the date of hire. Coverage is reduced to 65% of the amount at age 65, and 50% of the amount at age 70. The reduced amount will be adjusted to the next higher multiple of $1,000 if the figure is not already a multiple of $1,000. Life insurance coverage is reduced to $2000 at retirement. A description of the term life insurance plan is available in the Office of Human Resources.
3
Supplemental life insurance and dependent supplemental life insurance are also available. Information on these programs is available in the Office of Human Resources.
LONG-TERM DISABILITY INSURANCE
Long-term disability insurance provides disability income to eligible employees after a disabling illness or injury of six months’ duration.
Premiums are paid entirely by the University, and an employee must work at least 30 hours per week and meet other requirements to be eligible for coverage. Coverage is effective the first day of the month following the date of hire. A description of the long- term disability insurance plan is available in the Office of Human Resources.
After an employee has been unable to work as a result of an illness or injury for a year’s duration, the employee normally will be considered terminated.
DENTAL INSURANCE PLAN
Eligible employees may choose to participate in the University’s dental plan which is administered by BlueCross BlueShield of Tennessee. Coverage in the plan begins on the first day of the month following an employee’s hire. If selection is not made within 30 days of employment, employees must wait until the annual enrollment period which is normally in November. The employee pays the total premium through payroll deduction. A detailed description of the plan is available in the Office of Human Resources.
VISION
Eligible employees may choose to participate in the University’s vision plan which is administered by VSP. Coverage in the plan begins on the first day of the month following an employee’s hire. If selection is not made within 30 days of employment, employees must wait until the annual enrollment period which is normally in November. The employee pays the total premium through payroll deduction. A detailed description of the plan is available in the Office of Human Resources.
PERSONAL ACCIDENT INSURANCE
Coverage is available for accidental death or dismemberment (loss of hand, foot, or eye) for eligible employees and their families. Cost depends on amount of coverage elected. The employee pays the total premium through payroll deduction. Coverage begins the first of the month following the employee’s election of personal accident insurance. A description of the personal accident insurance plan is available in the Office of Human Resources.
EDUCATIONAL BENEFITS FOR EMPLOYEES
Employees are encouraged to develop their skills and increase job knowledge and expertise.
The University will pay the tuition, as well as the cost of materials and examination fees, for any employee to take instruction in any regular program directed toward high school certification.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:

SOCIAL SECURITY
The University participates in the Social Security (FICA) program. Social Security benefits may be paid for death, total disability, and retirement providing service requirements are met. To obtain these benefits, an employee must file a claim with the Social Security Office.
BASIC RETIREMENT PROGRAM
Episcopal clergy normally participate in the Church Pension Fund.
Other eligible employees participate in The University of the South Retirement Plan. The waiting period for the plan is one year from the date of employment, at which time participation in the plan is required. The one-year service requirement will be waived if the employee worked full-time at a four-year college or university for the 12-month period immediately prior to date of employment with the University.
Contributions are paid during working years to provide income during retirement. Each employee has the opportunity to choose among several investment options. If death occurs before retirement, the employee’s beneficiaries will receive accumulated retirement contributions and the earnings from these contributions.
Detailed information on this program is available in the Office of Human Resources.
OPTIONAL TAX-DEFERRED RETIREMENT PLANS
Employees may be eligible to begin contributing on a voluntary basis to an additional tax-deferred retirement account (up to Internal Revenue Service limits) on the first day of the month following the date of employment or anytime thereafter. The University currently sponsors tax-deferred plans with TIAA-CREF and Fidelity. Information on these plans is available in the Office of Human Resources.
HEALTH PLAN
Eligible employees may choose to participate in the University’s health plan which is administered by Blue Cross Blue Shield of Tennessee. Coverage may be elected without physical examination if application is made within 31 days of employment or during the annual open enrollment in November, in which case the change of coverage is effective on January 1.
A detailed description of the plan is available in the Office of Human Resources.
LIFE INSURANCE PLAN
Term life insurance, equal to an employee’s annual salary rounded to the next higher thousand and limited to $100,000 coverage is provided by the University to eligible employees on the first day of the month following the date of hire. Coverage is reduced to 65% of the amount at age 65, and 50% of the amount at age 70. The reduced amount will be adjusted to the next higher multiple of $1,000 if the figure is not already a multiple of $1,000. Life insurance coverage is reduced to $2000 at retirement. A description of the term life insurance plan is available in the Office of Human Resources.
3
Supplemental life insurance and dependent supplemental life insurance are also available. Information on these programs is available in the Office of Human Resources.
LONG-TERM DISABILITY INSURANCE
Long-term disability insurance provides disability income to eligible employees after a disabling illness or injury of six months’ duration.
Premiums are paid entirely by the University, and an employee must work at least 30 hours per week and meet other requirements to be eligible for coverage. Coverage is effective the first day of the month following the date of hire. A description of the long- term disability insurance plan is available in the Office of Human Resources.
After an employee has been unable to work as a result of an illness or injury for a year’s duration, the employee normally will be considered terminated.
DENTAL INSURANCE PLAN
Eligible employees may choose to participate in the University’s dental plan which is administered by BlueCross BlueShield of Tennessee. Coverage in the plan begins on the first day of the month following an employee’s hire. If selection is not made within 30 days of employment, employees must wait until the annual enrollment period which is normally in November. The employee pays the total premium through payroll deduction. A detailed description of the plan is available in the Office of Human Resources.
VISION
Eligible employees may choose to participate in the University’s vision plan which is administered by VSP. Coverage in the plan begins on the first day of the month following an employee’s hire. If selection is not made within 30 days of employment, employees must wait until the annual enrollment period which is normally in November. The employee pays the total premium through payroll deduction. A detailed description of the plan is available in the Office of Human Resources.
PERSONAL ACCIDENT INSURANCE
Coverage is available for accidental death or dismemberment (loss of hand, foot, or eye) for eligible employees and their families. Cost depends on amount of coverage elected. The employee pays the total premium through payroll deduction. Coverage begins the first of the month following the employee’s election of personal accident insurance. A description of the personal accident insurance plan is available in the Office of Human Resources.
EDUCATIONAL BENEFITS FOR EMPLOYEES
Employees are encouraged to develop their skills and increase job knowledge and expertise.
The University will pay the tuition, as well as the cost of materials and examination fees, for any employee to take instruction in any regular program directed toward high school certification.


A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):

N/A


The local legal minimum hourly wage for regular employees:
7.25 US/Canadian $

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?:
Yes

Does the institution offer a socially responsible investment option for retirement plans?:
Yes

The website URL where information about the institution’s sustainable compensation policies and practices is available:

Using the MIT Living Wage calculator, all of our employees receive a living wage as a single parentless family unit. Other factors cannot be calculated in or are not known.

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 and complete the Data Inquiry Form.