| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 65.89 |
| Liaison | Marian Brown |
| Submission Date | Dec. 13, 2017 |
| Executive Letter | Download |
Wells College
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.35 / 3.00 |
Marian
Brown Director Center for Sustainability and the Environment |
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 :
The minimum salary for an entry-level, basically skilled full time employee is $10.50/hour, 8% above the minimum wage for our upstate region of New York State ($9.70). Part-time employees receive New York State statutory benefits (workers compensation and disability insurance coverage), but are not additionally benefits eligible, except that they may avail themselves of general employee benefits like free parking, access to all campus facilities and services (library, fitness center, pool, concerts, campus events), and reduced costs for campus meals.
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:
Data source(s) and notes about the submission:
We used the data for Cayuga County from the MIT Living Wage site, http://livingwage.mit.edu/counties/36011
We used the data for Cayuga County from the MIT Living Wage site, http://livingwage.mit.edu/counties/36011
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.