| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 78.48 |
| Liaison | Patrick McKee |
| Submission Date | June 20, 2016 |
| Executive Letter | Download |
University of Connecticut
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.50 / 3.00 |
Sarah
Munro Sustainability Coordinator Office of Environmental Policy |
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:
The University of Connecticut has collective bargaining agreements that cover most faculty and staff. These agreements state conditions of employment, and encompass major areas such as salaries, leaves of absence, performance evaluations and a host of other topics that relate to daily functions at the University. There are two major categories of unionized employees at the University: unclassified and classified.
From the 2013 Vendor Code of Conduct:
Living Wages. UConn recognizes and affirms that reasonable living wages are vital to ensuring that the essential needs of employees and their families can be met, and that such needs include basic food, shelter, clothing, health care, education and transportation. UConn seeks to do business with vendors that provide living wages so as to meet these basic needs, and further recognizes that compensation may need to be periodically adjusted to ensure maintenance of such living wages. Vendors are encouraged to demonstrate that they pay such living wages.
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:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
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 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:
UConn is a public institution and is subject to various state and federal laws that ensure sustainable compensation. We are in a high income, high cost of living state, so this is somewhat subjective.
Due to the sheer number of contractors at an institution as large as UConn, contractors were tracked through HR special payroll.
UConn is a public institution and is subject to various state and federal laws that ensure sustainable compensation. We are in a high income, high cost of living state, so this is somewhat subjective.
Due to the sheer number of contractors at an institution as large as UConn, contractors were tracked through HR special payroll.
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.