Common use of Equity Increases Clause in Contracts

Equity Increases. An employee’s salary may be reviewed for a possible equity increase when the staff member or his/her supervisor believes an inequity exists between that employee’s salary and other salaries being paid to employees in the same position level, performing comparable duties. Consideration is given to the duties and responsibilities assigned, merit history, qualifications, experience, labor market and anomalous circumstances which may exist. Equity adjustments will only be made when a substantial inequity exists, not when there is a slight variance in salaries. Education and experience are a determinant in establishing an appropriate starting salary. Occasionally earning a particular degree or certificate is made a condition of employment, and a predetermined salary increment may be awarded. However, position levels, and resultant salary ranges, are determined based upon a set of factors that include “minimum education experience”. Job-related advanced degrees earned while employed at the University will not be considered as the sole basis for an equity increase. The procedure to be followed is: 1. Staff member or supervisor completes Section I of Request for Equity Review form (Appendix #5) and forwards, with position description, to Department Head, with copies to ▇▇▇▇ or Director and Administrative Officer. The position description in place when the review is begun shall be the position description for the purposes of the appeal procedure. 2. Within 10 working days of receipt, Department Head after consultation with ▇▇▇▇/Director or Administrative Officer completes Section II and forwards, with organizational chart and justification, to Manager of Total Compensation at Amherst or the Director of Personnel at Boston. 3. Within 20 working days of receipt, Division of Human Resources completes Section III of Request for Equity Review form and returns it to Department Head with copies to staff member and Administrative Officer. 4. If staff member wishes to appeal action taken in Step 3 above, within 10 working days of receipt he or she completes Section IV of Request for Equity Review form and submits, to his or her union representative. All appeals being brought before the Board must be initiated by the Union. Only the Union may initiate appeals to the Board by sending written notice of an appeal to the Manager of Total Compensation at Amherst or the Director of Personnel at PSSAP MANUAL (July 1, 2008) 10 Boston. Such notice shall specify the employee appealing and the grounds on which they appeal. 5. The Appeals Board is comprised of three representatives of Employer/University Administration, three representatives of the Union and one neutral voting Chairperson appointed by the Employer/University Administration and the Union. The costs of hiring a neutral voting Chairperson shall be equally shared by both parties. A majority vote is necessary to approve an appeal. 6. When the Union initiates a hearing by the Board, a written request for a hearing along with the Request for Equity Review form must be forwarded to the Manager of Total Compensation with copies to the Department Head, ▇▇▇▇ or Director and Administrative Officer. Within 15 working days of receipt, the Manager of Total Compensation or the Director of Personnel at Boston will schedule a hearing at which the appellant, Department Head/▇▇▇▇/Director, and Manager of Total Compensation present their respective cases and answer any relevant questions of the Board. 7. Within 15 working days after the hearing, the Board completes Section V of the form and notifies the appellant of its findings, with copies to the Department Head, ▇▇▇▇ or Director, Manager of Total Compensation or the Director of Personnel at Boston and Administrative Officer. 8. The Appeals Board’s decision is final; any resultant salary increase will be implemented effective no later than the Sunday following the date the request for equity review was received by the Division of Human Resources. If funds are not available in the current fiscal year budget, the funds required to implement any salary change will be included in the budget for the following fiscal year, with the same effective date. Grant-funded programs may be exempted in rare situations, only if it can be documented that sufficient funds are unavailable. PSSAP MANUAL (July 1, 2008) 11 NAME: DATE: DEPARTMENT: OFFICIAL TITLE: FUNCTIONAL TITLE: IMMEDIATE SUPERVISOR: TITLE:

Equity Increases. An employee’s salary may be reviewed for a possible equity increase when the staff member or his/her supervisor believes an inequity exists between that employee’s salary and other salaries being paid to employees in the same position level, performing comparable duties. Consideration is given to the duties and responsibilities assigned, merit history, qualifications, experience, labor market and anomalous circumstances which may exist. Equity adjustments will only be made when a substantial inequity exists, not when there is a slight variance in salaries. Education and experience are a determinant in establishing an appropriate starting salary. Occasionally earning a particular degree or certificate is made a condition of employment, and a predetermined salary increment may be awarded. However, position levels, and resultant salary ranges, are determined based upon a set of factors that include “minimum education experience”. Job-related advanced degrees earned while employed at the University will not be considered as the sole basis for an equity increase. The procedure to be followed is: 1. : Staff member or supervisor completes Section I of Request for Equity Review form (Appendix #5) and forwards, with position description, to Department Head, with copies to ▇▇▇▇ or Director and Administrative Officer. The HR- approved position description in place when on which the review is begun was based shall be the position description for the purposes of the appeal procedure. 2. Within 10 working days of receipt, Department Head after consultation with ▇▇▇▇/Director or Administrative Officer completes Section II and forwards, with organizational chart and justification, to Manager of Total Compensation at Amherst or the Director of Personnel at Boston. 3. Within 20 working days of receipt, Division of Human Resources completes Section III of Request for Equity Review form and returns it to Department Head with copies to staff member and Administrative Officer. 4. If staff member wishes to appeal action taken in Step 3 above, within 10 working days of receipt he or she completes Section IV of Request for Equity Review form and submits, to his or her union representative. All appeals being brought before the Board must be initiated by the Union. Only the Union may initiate appeals to the Board by sending written notice of an appeal to the Manager of Total Compensation at Amherst or the Director of Personnel at PSSAP MANUAL (July 1, 2008) 10 Boston. Such notice shall specify the employee appealing and the grounds on which they appeal. 5. The Appeals Board is comprised of three representatives of Employer/University Administration, three representatives of the Union and one neutral voting Chairperson appointed by the Employer/University Administration and the Union. The costs of hiring a neutral voting Chairperson shall be equally shared by both parties. A majority vote is necessary to approve an appeal. 6. When the Union initiates a hearing by the Board, a written request for a hearing along with the Request for Equity Review form must be forwarded to the Manager of Total Compensation with copies to the Department Head, ▇▇▇▇ or Director and Administrative Officer. Within 15 working days of receipt, the Manager of Total Compensation or the Director of Personnel at Boston will schedule a hearing at which the appellant, Department Head/▇▇▇▇/Director, and Manager of Total Compensation present their respective cases and answer any relevant questions of the Board. 7. Within 15 working days after the hearing, the Board completes Section V of the form and notifies the appellant of its findings, with copies to the Department Head, ▇▇▇▇ or Director, Manager of Total Compensation or the Director of Personnel at Boston and Administrative Officer. 8. The Appeals Board’s decision is final; any resultant salary increase will be implemented effective no later than the Sunday following the date the request for equity review was received by the Division of Human Resources. If funds are not available in the current fiscal year budget, the funds required to implement any salary change will be included in the budget for the following fiscal year, with the same effective date. Grant-funded programs may be exempted in rare situations, only if it can be documented that sufficient funds are unavailable. PSSAP MANUAL (July 1, 2008) 11 Appendix #1 UNIVERSITY OF MASSACHUSETTS POSITION DESCRIPTION WORKSHEET This worksheet has been prepared to assist in describing the functions of a position. Please complete it when creating a new position or requesting a review of a current position. NAME: DATE: DEPARTMENT: OFFICIAL TITLE: FUNCTIONAL TITLE: IMMEDIATE SUPERVISOR: TITLE: