8.0 Position Classification and Salary Administration
The University of South Alabama administers a staff position classification and salary plan that supports competitive and equitable pay, based on like duties and responsibilities, comparability of backgrounds, performance contributions and available resources. The University also ensures compliance with applicable wage and hour regulations as mandated by federal and state laws.
A job description is maintained for each regular staff position. The job description lists the duties and responsibilities of the position and is used to determine the appropriate position classification title, salary range, and minimum requirements, including education, experience level, and licensure(s), certification(s).
Positions may be reclassified to a different classification title when there is a significant change in the duties and responsibilities.
Salary ranges for each classification are reviewed periodically. The new hire salary range is normally from the established minimum salary, up to 10 percent above the minimum salary for University General positions and up to 20 percent above the minimum salary for USA Health positions. New hires whose training and experience exceed the minimum requirements for the position, may be hired above the new hire salary range with proper approval, and review by Human Resources.
Employees promoted to a position at a higher level, may be eligible to receive up to a 10 percent salary increase or be brought into the new hire salary range of the new position classification, whichever is greater. However, in all cases of promotion, transfers, or demotions, the new salary is subject to budgetary restrictions of the hiring department.
Fair Labor Standards Act (FLSA) – Exempt and Non-Exempt Designations
Under the Department of Labor, Wage and Hour Division, the FLSA establishes provisions and standards to determine federal minimum wage, overtime pay, hours worked, recordkeeping plans, and child labor regulations. Positions at the University of South Alabama are classified either “exempt” or “non-exempt” as defined within the regulations of the FLSA.
The FLSA regulations may provide an exemption from overtime pay for staff employed as bona fide executive, administrative, professional, computer and/or outside sales staff, if certain tests are met, including a salary basis requirement.
The University of South Alabama is required by federal law to pay a regular hourly wage to staff performing non-exempt work. The University of South Alabama is also required to pay staff performing non-exempt work for all hours worked beyond 40 hours in a workweek at the rate of one-and-a-half times their regular hourly wage (overtime). Overtime must be approved in advance.
If operationally feasible, an employee’s supervisor may adjust a non-exempt employee’s schedule in the same workweek so not to exceed 40 hours worked and eliminating the requirement to pay overtime. However, if that is not feasible, the overtime worked must be paid at the overtime rate, even if not approved in advance.
The University of South Alabama’s workweek begins on Sunday at 12:01 a.m. and ends at 12:00 a.m., midnight, on the following Saturday.
The accrual of compensatory time (comp time) is not permitted under any circumstances at the University of South Alabama.
Staff performing exempt work are not covered by the overtime pay provisions of the FLSA and are not eligible to receive overtime pay for hours worked beyond 40 hours in a workweek.
Staff performing exempt work are paid on a salary basis and receive a predetermined amount of pay each work week, based on their assigned FTE. Staff in exempt positions receive their full salary for any work week in which they perform any work, regardless of the number of days or hours worked in the case of approved absences. Full workday absences should be charged to the appropriate accrued benefit, such as sick leave, vacation, or holiday, or PTO at USA Health. Only in cases of Intermittent Family Medical Leave or designated partial day University General holidays, should an exempt employee charge time away from work in less than full day increments.