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Compensation

FAQ's - Frequently Asked Questions

  1. What is a salary grade?
  2. What is a salary range?
  3. How is my salary grade determined?
  4. What is the difference between exempt and non-exempt?
  5. What is compensatory time?
  6. What if my job description isn't accurate?
  7. What if I can't find a job that describes what I want my employee to do?
  8. How do I know what salary to offer a new hire or a promotion?

What is a salary grade?

A salary grade is a number designation attached to many job titles that share the same salary range.

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What is a salary range?

A salary range is the minimum, midpoint and maximum annual salary or hourly rate assigned for each grade. The midpoint represents the market value for the position.

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How is my salary grade determined?

Your salary grade is determined by comparing the market value for similar external positions to yours and then comparing your position to the pay of other jobs in the organization that require the same level of knowledge, skills and abilities.

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What is the difference between exempt and non-exempt?

Exempt and non-exempt status are determined by the Fair Labor Standards Act (FLSA).  Positions classified as non-exempt are required to receive overtime wages for hours worked in excess of forty per week.

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What is compensatory time?

Compensatory time is given on an hour-for-hour basis for hours worked or paid as leave or vacation in excess of forty per week. Compensatory time must be used within twelve months and is not paid out if it is not used.

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What if my job description isn't accurate?

Job descriptions are meant to be a broad overview of the tasks performed and may cover several people working in different departments.  If your duties are not covered by your job description, make a list of what you do and contact the Compensation office.  We will help to ensure that you are classified correctly.

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What if I can't find a job that describes what I want my employee to do?

Visit the Compensation websites titled Add A New Position and Job Reclassification to determine which area your employee falls into. Complete the required documentation and the Compensation office will find an existing job title or create a new job title that meets your needs.

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How do I know what salary to offer a new hire or a promotion?

A new hire or promotion must be offered at least the minimum salary for the position.  If the employee or candidate exceeds the minimum qualifications for the position and you feel that a salary above the minimum is warranted, contact the Compensation office and we will help you determine the right salary to offer.

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June 01, 2011