Compensation

Pay Rate

The civil service classification determines an employee’s pay range. A represented classified employee’s pay rate is determined by collective bargaining agreements that are usually negotiated every two years. These negotiations are conducted through the union and the Office of State Employment Relations (OSER).

A non-represented classified employee’s pay rate is based the non-represented compensation plan which is determined by the Joint Committee on Employment Relations. This compensation plan is administered by the Director of the Office of State Employment Relations (OSER) and is reviewed biennially.

For further questions regarding classification or salary, contact the Human Resources Office.

Pay Period

The pay period is comprised of two consecutive weeks beginning on a Sunday and ending on a Saturday. The standard work week consists of forty (40) hours which are scheduled between Sunday and the following Saturday (see Hours of Work). Individual work hours and work days depend on departmental requirements and the nature of the position.

Timesheets

A sample timesheet has been or will be provided to the employee during the new employee orientation with Human Resources. Employees may access the timesheet on the Human Resources Website. Timesheets are also available from supervisors or the Human Resources Office and must be completed by employees for each two-week pay period. They are due in the Human Resources Office by noon on each Thursday of the second week in the pay period, which is the same date paychecks are distributed.

Timesheets are color coded for payroll purposes:

Blue Collar and Non-Building Trades - Blue
Building Trades - White
Clerical and Related - White
Limited Term Employee - Yellow
Non-Represented Classified - White
Project Employee - White
Security and Public Safety - Blue
Technical - White
Exempt (salaried) - Salmon

All timesheets must be signed by the employee and the supervisor. If the supervisor is not available to sign, send a copy of the time sheet to the Human Resources Office by the due date, along with a note explaining why the copy is being submitted. The original time sheet must then be signed by the supervisor as soon as possible and forwarded to the Human Resources office. Supervisors are held responsible for the timeliness and accuracy of timesheets submitted by their employees. All timesheets become official, permanent records, documenting employee hours and time paid.

Shift Differential Pay

Differential pay was established as compensation to those employees who are required to work unusual hours or days as a result of the department requirements or as a result of the nature of their positions. Represented, non-represented, limited term, and project employees are eligible for night and weekend differential. Differential pay will not be paid to employees absent on leave with pay (vacation, sick leave, holiday, etc.). The employee must actually work the qualifying hours in order to be eligible for differential pay. Questions should be directed to the Classified Payroll and Benefits Specialist or to the union representative.

Night Differential

The specific amounts of night differential for represented employees are established and negotiated biennially between the union and the Office of Employment Relations (OSER). Specific amounts of night differential for non-represented classified employees are developed by OSER.

Night Differential is additional pay for all hours worked on a regularly scheduled shift during the period between 6:00 p.m. and 6:00 a.m.

Weekend Differential

The specific amounts of weekend differential for represented employees are established and negotiated biennially between the union and the OSER. Specific amounts of weekend differential for non-represented classified employees are developed by the OSER.

A weekend differential is additional pay for all hours worked between the hours of 12:01 a.m. on Saturday and 12:00 p.m. midnight on Sunday.

Overtime and Compensatory Time

Although it is the expressed policy that overtime is kept to an absolute minimum, there may be situations (i.e., emergency situations, rush seasons, and peak work-load periods) where overtime is necessary. All overtime must be approved prior to the date it is worked.

Under federal law, employees who are considered non-exempt (hourly) must receive overtime compensation for all hours worked in excess of 40 hours per week. Employees who are considered exempt (salaried) from the federal overtime provisions are generally not allowed overtime compensation. There are a few extraordinary situations where exempt employees may receive overtime compensation. Some exempt positions may also be represented by a union with its own contractual provisions for overtime pay.

Schedules can be adjusted to avoid exceeding 40 hours in a work week. For example: an employee works eight hours on Monday, Tuesday, and Wednesday; on Thursday the employee works 12 hours. The employer can allow the employee to work 4 hours on Friday morning and take the afternoon off paying the employee 40 straight-time hours worked that week.

The University of Wisconsin-River Falls does not allow the banking of compensatory time. Compensatory time is acceptable under very limited circumstances.

Annual Pay Adjustments

Represented employee pay adjustments are generally made at the beginning of the fiscal year (July 1) or once contract negotiations are resolved. Pay adjustments are negotiated between the Office of State Employment Relations and the union.

Non-Represented employee pay adjustments are also generally made at the beginning of the fiscal year (July 1). Pay adjustments are recommended directly to the legislature by the Office of State Employment Relations.

Other Pay Adjustments

Certain represented classifications, primarily in the Wisconsin Professional Employee Union, are eligible for additional pay adjustments called Discretionary Compensation Award/Payment (DCA/DCP). These pay adjustments are discretionary and must ultimately be approved through the Discretionary Compensation Award/Payment process and by the Chancellor. Supervisors or employees may request additional pay adjustment for the following reasons: new duties, pay equity, and retention.

Most non-represented employees (except for a few classifications) are eligible for additional pay adjustments also called Discretionary Compensation Adjustment/Payment (DCA/DCP). These pay adjustments are also discretionary and must ultimately be approved through the Discretionary Compensation Adjustment/Payment process and by the Chancellor. Supervisors and employees may request additional pay adjustments for the following reasons: new duties, increased significant competencies, merit, pay equity and retention/market influences.

For additional information on which classifications are eligible for Discretionary Compensation Award/Payment, please contact the Office of Human Resources.

Wages/Classified Earning Statements

Employees’ wages are distributed into employees’ designated direct deposit bank accounts on the second Thursday of each pay period. Funds are available to employees’ financial institutions on the pay date. When a pay date falls on a Federal Reserve (bank) holiday, a Saturday or Sunday, payment is available to employees the day prior to that pay date.

Classified earning statements are distributed to employees’ work email on or before the second Thursday of each pay period and represent wages for the preceding pay period.

The following deductions are made from paychecks of all classified employees: Federal Withholding Tax, State Withholding Tax, and Social Security. Recurring limited term employees and Building Trades workers have a deduction from the Wisconsin Retirement System. Voluntary deductions may be authorized for health, life, and income continuation insurance; savings bonds; credit union; parking fees; charity; and tax sheltered annuities.

Limited term employees in non-recurring positions are not eligible for these deductions.

Deductions for union dues may or may not be voluntary, depending upon the bargaining unit.

Questions regarding pay or deductions should be directed to the Classified Payroll and Benefits Specialist.

Human Resources

Classified Employee Handbook