| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 53.15 |
| Liaison | Sara McIntyre |
| Submission Date | Dec. 20, 2018 |
| Executive Letter | Download |
Sewanee - The University of the South
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.86 / 3.00 |
Nick
Cookson Sustainability Program Manager Office of Environmental Stewardship and Sustainability |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
Percentage of employees of contractors that work on-site as part of regular and ongoing campus operations that the institution has verified as receiving a living wage (benefits excluded) (0-100; enter ‘0’ if unknown):
The total compensation provided to the institution’s lowest paid regular (i.e., permanent) 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, including any in-kind benefits included as part of the total compensation figure :
Our starting wage is $9.75/hour. Our benefits are budgeted at 34% of wages and include 10% retirement contribution; 63% of health care cost contribution—employee pays 37%; we also have tuition remission, tuition exchange and the high school grant on the education benefits; we pay for short term disability, long term disability and life insurance; employer taxes on wages not to mention worker’s compensation.
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:
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.
Has the institution made a formal commitment to provide a living wage to its student employees and/or graduate teaching/research assistants (e.g. by adopting a student bill-of-rights)?:
A brief description of the institution’s commitment to a student living wage:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Data Received from Mary Wilson.
Data Received from Mary Wilson.
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.