University of Mount Union
PA-9: Employee Compensation

This past year the institution under went a compensation review for all hourly staff. We brought in a consultant to compare our support "office" type hourly positions against the appropriate labor force. In addition, each position was slotted into a salary pay grade. This pay grade will be reviewed every other year, with a comprehensive review every 5 years. The Institution also reviewed the physical plant staff and increased wages to be competitive with the surrounding community. Administrative staff compensation is reviewed against national CUPA data. Faculty compensation is reviewed against national AAUP data. All open positions are evaluated against competitive peer and aspirant institutions; as well as the local labor market. Annual wage increases, when provided are comparable to the CPI. All faculty and staff are compensated above both the federal and state minimum wage. Contractors are covered by applicable Union contracts.

For our support staff we recently underwent a complete assessment with an outside consultant and compared our positions through professional compensation surveys of northeastern Ohio employers. Our faculty and administrative staff are evaluated against CUPA data. Administrative pay: As part of the process to determine the pay for any new administrative staff member the following process is used: • The position is brought before the entire President Council to determine if the position will be replaced. • Once the position is approved, the HR department will utilize the data-on-demand tool of the College and University Association Salary survey, published annually. (CUPA) o Data-on-demand is a tool to request data on a list of specific institutions as related to a specific administrative (even faculty) position.  For instance, Mount Union has a list of approximately 20 peer and aspirant institutions, I log-in to the secure CUPA salary survey website, indicate the position I would like to have assessed against our list of peer and aspirant institutions, I indicate that I would like to have data related to the minimum dollar amount paid to the incumbent in the position, the medium and the highest salary paid. I also request longevity in the position. • This information is analyzed against the wage of the current incumbent and others at the institution in similar positions, to ascertain the appropriate starting wage. (there are times that the new hire is paid at or higher than the former incumbent.) • The practice of Mount Union is to pay at or above the 60th percentile of similar positions at our peer and aspirant institutions. Evaluation of pay in times of institutional raises: • Each VP is given a spreadsheet of the wages of their entire staff. • HR performs a data-on-demand assessment of each position within the VP’s area to determine if any substantial wage movement has happened in the area over the past 12 months in the positions they are responsible to oversee. • Wages are then adjusted to either match the 60th percentile of the CUPA wage information or the VP has to provide performance related examples of why the person should not receive a larger then annual cost of living wage increase. Contractors are paid in accordance with applicable bargained for labor agreements. PREVAILING LAW: The Proposer shall comply with all federal, state and local laws now in effect or hereafter promulgated, as may apply to this proposal and the services provided thereunder. In the event of any conflicts or ambiguities between these instructions and state or federal laws, regulations or rules, the state or federal laws shall apply. These instructions and specifications shall take precedence over any vendor contracts. The resulting contract shall be written under the laws of the State of Ohio. Vendor contract excerpts are listed below, which go into more detail about the University of Mount Union’s business partner’s employee work standard agreements, guidelines and policies. Campus Dining Food Vendor Contract Excerpts ARTICLE 8 PERSONNEL 8.1 CONTRACTOR shall employ all hourly and management personnel for the performance of its services hereunder. Subject to review with the College, CONTRACTOR shall maintain an adequate staff of employees to direct, manage and operate the Operations of the College. Any modification to the number of staff initially assigned by CONTRACTOR to the performance of services hereunder shall be subject to the prior approval of the Director of Auxiliary Services of the College. 8.5 CONTRACTOR shall not discriminate against any employee or applicant for employment because of race, creed, color, sex, or national origin, and CONTRACTOR shall make a diligent and continuing effort to provide equal employment, without discrimination. Such action shall include all recruitment, job assignments, promotions, demotions, transfers, layoffs, terminations, rates of pay, and selection for training. Continuing efforts by CONTRACTOR hereunder shall also include the employment of handicap persons, whenever possible. All employment advertisements of CONTRACTOR shall comply with Federal and State laws and shall state that all applicants shall be afforded equal employment opportunities. 8.6 CONTRACTOR shall assume full responsibility for the payment and reporting of all compensation, fringe benefits, federal, state, and local income taxes, payroll taxes, Workers' Compensation premiums, unemployment compensation premiums, and qualified plan contributions (i.e. 401(K) contributions) for its employees who provide services hereunder. 8. 7 All work study employees employed by CONTRACTOR shall be paid, at a minimum, the prevailing Federal minimum wage. The Office of Financial Services of the College reserves the right to limit the number of hours each work study student may work, the nature of the work to be performed by each 8.8 Notwithstanding Section 8.14, for the first year of the term hereof, CONTRACTOR shall retain all existing dining service personnel, and shall pay them, at a minimum, at their existing rate of pay. CONTRACTOR shall also provide all existing personnel with comparable benefits, including, without limitation, sick leave, vacation leave, holidays, medical insurance, life insurance, and pension/401 (k). Any changes in compensation and/or benefits for employees of CONTRACTOR assigned to the College, shall be subject to review and approval by the College. 8. 9 CONTRACTOR shall, at its cost, service and maintain Workers' Compensation insurance for its employees providing services hereunder for the term of this Agreement. 8.10 CONTRACTOR shall schedule and conduct an on-going training program for its employees, which program shall train its employees to provide the services hereunder with the highest degree of courtesy, efficiency, and cleanliness. All training programs of CONTRACTOR shall be subject to the prior review and approval of the College. 8.11 CONTRACTOR, at its own expense, shall outfit all of its employees hereunder in uniforms acceptable to the College. CONTRACTOR acknowledges that catering uniforms shall be different from campus food service personnel uniforms, but agrees that all uniforms shall be regularly laundered and replaced. CONTRACTOR shall provide name tags for all "point of sale" employees and management personnel. 8.12 CONTRACTOR shall maintain a drug free work place program which shall comply with all state and federal regulations. 8.13 All employees of CONTRACTOR shall comply with College registration and parking regulations and shall be subject to penalties for violations thereof. Employees of CONTRACTOR who park on the College campus shall secure a parking decal and shall appropriately display said decal. Any fine which remains unpaid by an employee of CONTRACTOR for more than thirty (30) days, shall be paid by CONTRACTOR and shall not be included as an operating expense of CONTRACTOR hereunder. 8.14 Schedule 8.14 sets forth the principal functions and qualifications of the management personnel and other designated employees of CONTRACTOR. REQUEST FOR PROPOSAL HOUSEKEEPING EXCERPTS INSURANCE The contractor shall at its sole cost and expense procure and maintain in full force and effect during the term of the contract: 1. Workman’s Compensation and employer liability insurance covering all of contractors’ employees who are engaged in any work under this contract. 2. Public Liability and property damage insurance (construed as including contractor’s protective and broad contracted insurance) as shall protect the contractor and any subcontractor performing work covered by the contract from claims and damages for personal injury, including death, as well as from operations under the contract, whether such operations be by the contractor or any subcontractor, or by anyone directly or indirectly employed by either of them. The limits shall be $1,000,000 each incident, $1,000,000 aggregate and $500,000 property damage or $1,000,000 combined single limit. 3. Automobile bodily injury and property damage liability insurance when the services to be performed require the use of motor vehicles. Such insurance shall be secured from companies licensed to do business in the State of Ohio. The limits shall be $250,000 each accident, $500,000 aggregate bodily injury and $100,000 property damage. 4. Contractor shall furnish customer certificates evidencing this insurance coverage before work is commenced under the contract. All certificates of insurance shall provide that the insurance company will give customer 30 days written notice prior to cancellation or any change in the stated coverage of such insurance.

Newly hired housekeeper rate $9.10 per hour. The staff member receives tuition benefit for themselves and dependents. After 1 year of service the institution provides 10% of base pay into a TIAA-CREF 403(b) retirment account . (There is not an employee match required) Comprehensive medical, dental and vision plans are offered. the institution pays approximately 65% of the premium for medical and 80% of the premium for the dental and vision plans. The institution provides life insurance up to 1 times their base salary, free to the staff member. Vacation, the staff member start earning 80 hours of vacation upon their hire. They can earn up to 160 hours after 10 years of service.

$8.20 per hour. If the part time employee works 1,000 hours in the calendar year, they are eligible for 10% TIAA-CREF retirement contribution. If the staff member works 960 hours in the vacation year, they earn up to 40 hours vacation to be used during the next vacation year.

Not applicable

New Adjunct faculty are paid $800 per credit hour. Returning faculty after their 9th semester are paid $833 per credit hour

Students are always paid at the higher of the State or federal minimum wage. Currently the Ohio minimum wage is higher than the federal minimum wage, so students are paid at the State of Ohio minimum wage.

Data entered by Leah Graham, data provided by Pam Newbold, Director of Human Resources and Staff Development