|Overall Rating||Gold - expired|
|Submission Date||March 26, 2018|
University of Connecticut
PA-11: Employee Compensation
|1.47 / 3.00||
Ofice of Environmental Policy
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 :
From the UConn Office of Institutional Research and Effectiveness:
Item 1: Percentage of all employees (regular full-time and part-time, temporary) who receive a living wage (equal or greater than $17.46 per hour for Tolland County, CT), excluding benefits. Note: the living wage for nearby Windham County, where an equally large percentage of UConn employees live, is slightly lower ($16.56 per hour) but would not significantly affect our response.
· Of all the regular payroll full-time and part-time employees (excluding graduate assistants) at the main campus in Storrs, in Fall 2017, a total of 4,227 people, less than 1% earn less than $17.46 per hour (excluding benefits).
A full list of benefits can be found at http://hr.uconn.edu/benefits-summaries/.
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:
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:
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 firstname.lastname@example.org.