University of Louisville
PA-12: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
0.12 / 3.00 |
Mimi
Bell Compensation Manager Human Resources |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of employees that receive a living wage (benefits excluded):
Does the institution have significant contractors with employees that work on-site as part of regular and ongoing campus operations?:
A list or brief description of significant on-site contractors:
- UofL Dining by Aramark
- Campus Mail & Print by Canon
- Campus Store by Follett Higher Education Group
- SSC Custodial services for Housing and Student Rec Center
Percentage of employees of on-site contractors known to receive a living wage or be covered by collective bargaining agreements (i.e., union contracts):
Total compensation provided to the institution’s lowest paid regular, part-time or full-time 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:
The lowest rate we pay to a regular (non-temporary / non-student) employee is $12.11/hour and those employees work 1950 hours per year for a total annual salary of $23,615.
Assuming full-time status and benefit-eligibility (i.e., not a temp employee) the annual fringe benefits for the lowest paid worker are:
• $10,008 for employer health insurance ($834 per month times 12)
• $1,560 for tuition-remission benefits ($130 per month times 12)
• $2,361 for retirement (10% of salary/wage)
Thus, the total compensation package (pay, health, tuition, and retirement) for our lowest paid worker is $37,544/year.
$37,544 / 1950 hours = $19.25/hour.
$19.25 / $20.64 = 93.28% of the local living wage for a family of four.
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:
In November 2013, UofL became the first public Kentucky university to establish a living wage when it increased its minimum salary for regular status staff employees from $8.67 to $10 per hour. More than 150 employees benefited from the salary increase, which represented a 15% raise for our lowest paid employees.
In February 2014, former Provost Shirley Willihnganz approved a proposal to increase UofL's minimum wage by 25 cents per hour per year for the following four years, starting July 2014 and continuing through 2017 – bringing the rate to $11 per hour by July 2017.
Defined as the minimum hourly pay necessary for employees to afford the average cost of living in their community, including housing, food and transportation, the living wage varies by location. Employees earning the minimum will be eligible for additional compensation if, in a given year, the university’s total salary pool for the year exceeds the living wage adjustment for that year.
Website URL where information about employee compensation is available:
Additional documentation to support the submission:
Data source(s) and notes about the submission:
Note: While it varies highly, the standard estimated value of benefits for all UofL employees is 28 cents of benefits per dollar of wages.
As of Spring 2022, UofL's Assistant Director of Total Rewards reported that 6,146 out of a total of 7,791 positions are compensated at rates or above $20.64/hour = 78.88%
SSC (contract custodial services) at UofL has an average wage rate around $13.10.
Note: While it varies highly, the standard estimated value of benefits for all UofL employees is 28 cents of benefits per dollar of wages.
As of Spring 2022, UofL's Assistant Director of Total Rewards reported that 6,146 out of a total of 7,791 positions are compensated at rates or above $20.64/hour = 78.88%
SSC (contract custodial services) at UofL has an average wage rate around $13.10.
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.