Overall Rating Silver - expired
Overall Score 56.45
Liaison Bambi Ingram
Submission Date Feb. 7, 2020
Executive Letter Download

STARS v2.1

University of Alabama at Birmingham
PA-11: Employee Compensation

Status Score Responsible Party
Complete 0.35 / 3.00 Abigail Franks
Intern
Sustainability
"---" indicates that no data was submitted for this field

The local living wage (based on a family of four and expressed as an hourly wage):
15.22 US/Canadian $

Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
76.56

Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
Yes

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):
0

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?:
100 percent

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 :
Health Care
For new employees, coverage under UAB’s group health care, dental, or vision plans begins on the date of employment. Employees who wish to enroll in one of UAB’s health care, dental or vision plans may do so within 31 days of their hire date or a separate qualifying event. Premiums for health, dental, and vision insurance are pretax deductions from UAB paycheck.
UAB provides premium assistance to eligible active employees by giving a medical premium discount based on (1) family size and (2) total combined household income. To apply for this discount, active employees must submit the Premium Assistance Application and furnish acceptable proof of total annual household income based on their most recently filed Federal Income Tax Return.

The amount of the discount provided is equal to the lowest cost single plan employee medical premium offered. For 2019, the amount is $76 per month (up to $912 per year) subject to applicable taxes. Employee’s regular medical premium will remain tax-sheltered.

Retirement
The Teachers’ Retirement System of Alabama (TRS) is a defined pension benefit plan (a specific benefit
available upon retirement.) Participation is mandatory, and employees contribute a percentage of their gross monthly tax-sheltered contributions up to the IRS 401(a) annual earnable compensation maximum. In addition to the employee contribution, the university contributes a percentage (as determined by the Alabama Legislature) of the institution’s total payroll, which is deposited into the State General Retirement Fund. An employee is considered vested in the TRS program when 10 years of creditable service is earned. Retirement income is provided at age 62 to employees with 10 or more years of participating TRS service credit. Upon service retirement, employees are also eligible to join the state’s Public Education Employee Health Insurance plan (PEEHIP). Rates for this plan vary based on years of TRS creditable service.

Life Insurance
Group Term Life Insurance—Sponsored
Provided at no cost to the employee; coverage varies with salary as indicated below
Annual Salary Coverage
up to $23,999 $30,000
$24,000 to $29,999 $37,500
$30,000 to $39,999 $50,000
$40,000 and Above 125 Percent of Salary with Maximum Insurance Coverage of $300,000

Employees may also voluntarily participate in additional benefits: supplemental retirement (TIAA-CREF), supplemental life insurance, and flex spending accounts for health care and/or child care expenses.

Other Benefits:
Educational Assistance for Employees and Their Families
Educational assistance benefits are available to UAB employees and their spouses and/or dependent
children. Eligible coursework must be taken at UAB for UAB academic credit and is subject to grade point average requirements.

Leave
Exempt and non-exempt employees accrue vacation and sick leave and are granted holidays each year. In addition, the University offers paid maternal and paternal leave (4 weeks) for employees who qualify for FMLA policy.

Has the institution made a formal commitment to pay a living wage?:
No

A copy or brief description of the institution’s written policy stating its commitment to a living wage:
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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)?:
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A brief description of the institution’s commitment to a student living wage:
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The website URL where information about the programs or initiatives is available:
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Additional documentation to support the submission:
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Data source(s) and notes about the submission:
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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.