CINXE.COM

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class="row"> <div class="col-md-7 hidden-xs hidden-sm openberkeley-megamenu-content-column"> <div class="field field-name-field-featured-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even"><img class="openberkeley-megamenu" src="https://hr.berkeley.edu/sites/default/files/styles/openberkeley_megamenu/public/elr_hero_0.jpg?itok=S13NJJSv&timestamp=1614915785" width="308" height="205" alt="Magnolia flowers in the foreground, the Campanile in the background" /></div></div></div> <div class="field field-name-field-openberkeley-megamenu-body field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"><p><strong>Employee & Labor Relations (ELR)</strong></p><p>Your Employee & Labor Relations team now supports both represented and non-represented employees.</p></div></div></div> </div> <div class="col-md-5 openberkeley-megamenu-links-column"> <ul class="menu nav"><li class="expanded menu-fields-menu-link menu-link-overview"><a href="/employee-labor-relations" class="expanded menu-fields-menu-link" aria-label="Overview of Employee &amp; Labor Relations">Overview</a></li> <li class="first collapsed menu-link-employee-relations---policies"><a href="/policies">Employee Relations / Policies</a></li> <li class="collapsed menu-link-labor-relations"><a href="/labor">Labor Relations</a></li> <li class="leaf menu-link-elr-templates"><a href="/employee-labor-relations/elr-templates">ELR Templates</a></li> <li class="last leaf menu-link-contact-elr"><a href="/employee-labor-relations/contact-elr">Contact ELR</a></li> </ul> </div> </div> </div> </div> </li> </li></ul></li> <li class="expanded menu-fields-menu-link dropdown menu-link-grow-"><a href="/grow" title="" class="expanded menu-fields-menu-link dropdown-toggle" data-toggle="dropdown" data-target="#">Grow <span class="fa fa-caret-down"></span></a><ul class="dropdown-menu"><li class="collapsed"> <li class="openberkeley-megamenu-wrapper"> <div class="entity entity-menu-fields menu-fields-main-menu openberkeley-megamenu clearfix"> <div class="container-fluid"> <div class="row"> <div class="col-md-7 hidden-xs hidden-sm openberkeley-megamenu-content-column"> <div class="field field-name-field-featured-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even"><img class="openberkeley-megamenu" src="https://hr.berkeley.edu/sites/default/files/styles/openberkeley_megamenu/public/pod-blue-square_mega.jpg?itok=D5gwcSok&timestamp=1580499342" width="308" height="205" alt="People & Organization Development logo" /></div></div></div> <div class="field field-name-field-openberkeley-megamenu-body field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"><p>Here at UC Berkeley, we value your growth and development throughout your career journey. Our focus on the People & Organization Development Team is to ensure that we are giving you the growth and development opportunities at the #1 public university in the world.</p></div></div></div> </div> <div class="col-md-5 openberkeley-megamenu-links-column"> <ul class="menu nav"><li class="expanded menu-fields-menu-link menu-link-overview"><a href="/grow" title="" class="expanded menu-fields-menu-link" aria-label="Overview of Grow">Overview</a></li> <li class="first leaf menu-link-grow-your-belonging"><a href="/grow/grow-your-belonging">Grow Your Belonging</a></li> <li class="collapsed menu-link-grow-your-career"><a href="/grow/grow-your-career">Grow Your Career</a></li> <li class="collapsed menu-link-grow-your-community"><a href="/grow/grow-your-community-wisdom-cafe">Grow Your Community</a></li> <li class="leaf menu-link-grow-your-engagement"><a href="/grow/grow-your-engagement">Grow Your Engagement</a></li> <li class="collapsed menu-link-grow-your-impact"><a href="/grow/grow-your-impact-organizational-consulting-facilitation">Grow Your Impact</a></li> <li class="collapsed menu-link-grow-your-journey"><a href="/grow/grow-your-journey">Grow Your Journey</a></li> <li class="collapsed menu-link-grow-your-resources"><a href="/grow/grow-your-resources">Grow Your Resources</a></li> <li class="collapsed menu-link-grow-your-skills"><a href="/grow/grow-your-skills">Grow Your Skills</a></li> <li class="last leaf menu-link-contact-us"><a href="/grow/contact-us">Contact Us</a></li> </ul> </div> </div> </div> </div> </li> </li></ul></li> <li class="expanded menu-fields-menu-link dropdown menu-link-achieve-"><a href="/performance" title="" class="expanded menu-fields-menu-link dropdown-toggle" data-toggle="dropdown" data-target="#">Achieve <span class="fa fa-caret-down"></span></a><ul class="dropdown-menu"><li class="collapsed"> <li class="openberkeley-megamenu-wrapper"> <div class="entity entity-menu-fields menu-fields-main-menu openberkeley-megamenu clearfix"> <div class="container-fluid"> <div class="row"> <div class="col-md-7 hidden-xs hidden-sm openberkeley-megamenu-content-column"> <div class="field field-name-field-featured-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even"><img class="openberkeley-megamenu" src="https://hr.berkeley.edu/sites/default/files/styles/openberkeley_megamenu/public/top.jpeg?itok=N0HmLz83&timestamp=1474929876" width="308" height="205" alt="Achieve" /></div></div></div> <div class="field field-name-field-openberkeley-megamenu-body field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"><p><strong>Achieve</strong></p><p>This area cover the performance management review program 'Achieve Together' and Core Competency ABC's.</p></div></div></div> </div> <div class="col-md-5 openberkeley-megamenu-links-column"> <ul class="menu nav"><li class="expanded menu-fields-menu-link menu-link-overview"><a href="/performance" title="" class="expanded menu-fields-menu-link" aria-label="Overview of Achieve">Overview</a></li> <li class="first collapsed menu-link-achieve-together"><a href="/achieve/achieve-together">Achieve Together</a></li> <li class="leaf menu-link-focused-90°"><a href="/achieve/focused-90%C2%B0">Focused 90°</a></li> <li class="leaf menu-link-uc-experience-conversations"><a href="/achieve/uc-experience-conversations">UC Experience Conversations</a></li> <li class="last leaf menu-link-contact-us"><a href="/achieve/contact-us">Contact Us</a></li> </ul> </div> </div> </div> </div> </li> </li></ul></li> <li class="expanded menu-fields-menu-link dropdown menu-link-talent-acquisition-"><a href="/talent-acquisition" title="" class="expanded menu-fields-menu-link dropdown-toggle" data-toggle="dropdown" data-target="#">Talent Acquisition <span class="fa fa-caret-down"></span></a><ul class="dropdown-menu"><li class="collapsed"> <li class="openberkeley-megamenu-wrapper"> <div class="entity entity-menu-fields menu-fields-main-menu openberkeley-megamenu clearfix"> <div class="container-fluid"> <div class="row"> <div class="col-md-7 hidden-xs hidden-sm openberkeley-megamenu-content-column"> <div class="field field-name-field-featured-image field-type-image field-label-hidden"><div class="field-items"><div class="field-item even"><img class="openberkeley-megamenu" src="https://hr.berkeley.edu/sites/default/files/styles/openberkeley_megamenu/public/pic_2.jpg?itok=XwtUSt0b&timestamp=1577995128" width="308" height="205" alt="Talent Acquisition photo" /></div></div></div> <div class="field field-name-field-openberkeley-megamenu-body field-type-text-long field-label-hidden"><div class="field-items"><div class="field-item even"><p dir="ltr"><span>Welcome to Talent Acquisition, featuring Berkeley Executive Search! UC Berkeley is committed to hiring a talented workforce through recruitment practices that reflect our Principles of Community.</span></p></div></div></div> </div> <div class="col-md-5 openberkeley-megamenu-links-column"> <ul class="menu nav"><li class="expanded menu-fields-menu-link menu-link-overview"><a href="/talent-acquisition" title="" class="expanded menu-fields-menu-link" aria-label="Overview of Talent Acquisition">Overview</a></li> <li class="first collapsed menu-link-executive-search"><a href="/BES" title="Learn about our internal executive recruitment team that researches and recruits senior-level talent for various areas and roles.">Executive Search</a></li> <li class="leaf menu-link-staff-hiring-resources"><a href="/talent-acquisition/staff-hiring-resources" title="See a helpful guide to all the steps in our recruitment process for all staff positions.">Staff Hiring Resources</a></li> <li class="leaf menu-link-diversity-in-hiring"><a href="/talent-acquisition/diversity-hiring" title="Find in-depth information about Berkeley's strategy for equity, inclusion, and diversity in the workplace.">Diversity in Hiring</a></li> <li class="leaf menu-link-compensation-benefits--relocation"><a href="/talent-acquisition/compensation-benefits-relocation" title="Read more about our benefits and unique opportunities for UC Berkeley employees.">Compensation, Benefits, & Relocation</a></li> <li class="leaf menu-link-apply-now"><a href="https://jobs.berkeley.edu/" title="Explore careers, learn how to apply, and read about our Operating Principles and workplace culture at UC Berkeley." rel="noreferrer">Apply Now</a></li> <li class="leaf menu-link-just-hired"><a href="https://regionalservices.berkeley.edu/central-services/onboarding-newly-hired-berkeley-employees/starting-new-job-uc-berkeley" title="Welcome to UC Berkeley! Information to help you get ready for your new job." rel="noreferrer">Just Hired?</a></li> <li class="collapsed menu-link-transition-services"><a href="/talent-acquisition/transition-services-program" title="Transition Services is an award-winning program provided by Berkeley People & Culture that supports staff career transition. Professional development includes learning how to change jobs successfully and how to create an active career path. Whether an individual decision, or an unexpected layoff, managing this change can create opportunity.">Transition Services</a></li> <li class="leaf menu-link-udar-careers"><a href="/talent-acquisition/udar-careers-0">UDAR Careers</a></li> <li class="last leaf menu-link-contact-us"><a href="/talent-acquisition/contact-us" title="Meet our Talent Acquisition Team who support staff hiring and recruitment needs across campus.">Contact Us</a></li> </ul> </div> </div> </div> </div> </li> </li></ul></li> <li class="last leaf menu-link-ucpath"><a href="https://ucpath.berkeley.edu" title="" rel="noreferrer">UCPath</a></li> </ul> </div> <div id="secondary-nav"> <div class="container"> <div class="secondary-nav-quick-links-wrapper"> <h2 class="visible-xs visible-sm">Secondary navigation</h2> <ul id="secondary-menu" class="menu nav navbar-nav navbar-right"> <li class="first leaf menu-link-employees"><a href="/employees" title="">Employees</a></li> <li class="leaf menu-link-managers"><a href="/managers" title="">Managers</a></li> <li class="leaf menu-link-council-hr-leaders"><a href="/council-hr-leaders" title="">Council HR Leaders</a></li> <li class="leaf menu-link-events"><a href="http://events.berkeley.edu/index.php/calendar/sn/hr.html" title="Calendar and Events" rel="noreferrer">Events</a></li> <li class="leaf menu-link-forms"><a href="/hr-network/forms-letters" title="Our most popular forms!">Forms</a></li> <li class="last leaf menu-link-about-us"><a href="/about" title="">About Us</a></li> </ul> </div> </div> </div> </nav> </div> </div>  </header> <div id="main-wrapper" class="main-wrapper "> <nav id="pre-content" class="container" aria-label="Breadcrumbs"> <div class="row"> <div class="col-md-12"> <div id="breadcrumb" class="visible-desktop"> <div class="item-list"><ul class="breadcrumb"><li class="first"><a href="/home">Home</a></li> <li><a href="/compensation-benefits" title="">Comp & Benefits</a></li> <li><a href="/compensation-benefits/compensation">Compensation</a></li> <li class="last">Compensation Compliance</li> </ul></div> </div> </div> </div> </nav>  <div id="main" role="main" tabIndex="-1"> <div id="title-pre-content" class="container"> <div class="row"> <div class="col-md-12"> <div class="page-title"> <div class="container"> <h1 class="title">Compensation Compliance</h1> </div> </div> <div id="page-header"> </div> </div> </div> </div>  <div id="main-content" class="container"> <div id="content" class="col-md-9 col-md-push-3"> <div class="main"> <div id="main-inner"> <div class="region region-content"> <div class="panel-display boxton clearfix radix-boxton" id="page-page"> <div class="container-fluid"> <div class="row"> <div class="col-md-12 radix-layouts-content panel-panel"> <div class="panel-panel-inner"> <div class="panel-pane pane-node-content" > <div class="pane-content"> <article class="node node-openberkeley-content-page node-view--full clearfix"> <div class="content"> <div class="field field-name-body field-type-text-with-summary field-label-hidden"><div class="field-items"><div class="field-item even"><p dir="ltr"><span>Within Compensation there are several policies, procedures, and levels of authority for approval that the campus must be in compliance with. </span><a href="http://policy.ucop.edu/manuals/personnel-policies-for-staff-members.html" rel="noreferrer"><span>Personnel Policies for Staff Members</span></a><span> (PPSM) are system-wide policies and procedures issued by the Office of the President. PPSM applies to all staff employees whose positions are not otherwise governed by a collective bargaining agreement.</span></p> <p dir="ltr"><span>Many policies have supplemental procedures that are specific to the Berkeley campus. Each policy should be read in conjunction with the corresponding </span><a href="https://hr.berkeley.edu/policies/policies-procedures/ppsm/berkeley-procedures" rel="noreferrer"><span>Berkeley Implementing Procedure</span></a></p> <p dir="ltr"><span>If you have any questions about whether you are covered by PPSM or by a </span><a href="https://hr.berkeley.edu/labor/contracts" rel="noreferrer"><span>labor contract</span></a><span>, please contact your supervisor.</span></p> <p dir="ltr"><strong>Policies and Procedures Related to Compensation and Classification:</strong></p> <p dir="ltr"><a href="https://hr.berkeley.edu/policies/policies-procedures/ppsm/berkeley-procedures/procedure-30" rel="noreferrer"><span>PPSM 30 Compensation</span></a><span>The following procedure should be read in conjunction with </span><span><a href="http://policy.ucop.edu/doc/4010400/PPSM-30" rel="noreferrer">PPSM 30</a><br></span></p> <p dir="ltr"><a href="https://hr.berkeley.edu/policies/policies-procedures/ppsm/berkeley-procedures/procedure-36" rel="noreferrer"><span>PPSM 36 Classification of Positions</span></a><span>The following procedure should be read in conjunction with </span><span><a href="http://policy.ucop.edu/doc/4010405/PPSM-36" rel="noreferrer">PPSM 36</a><br></span></p> <p dir="ltr"><span><a href="https://policy.ucop.edu/doc/4010390/PPSM-3" rel="noreferrer">PPSM 3 Types of Appointments</a></span></p> <div id="openberkeley-expand-all"><a class="openberkeley-collapsible-collapse" href="#openberkeley-expand-all">collapse all</a> <a class="openberkeley-collapsible-expand" href="#openberkeley-expand-all">expand all</a></div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Salary Setting Authority</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>As a campus, it remains our goal to pay all employees a market-competitive and internally equitable salary with considerations of budget availability, scope and complexity of the role, and individual background and skills. In the UC System and at UC Berkeley, we rely on the </span><a href="https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/recruiting-staff/compensation/salary-placement" rel="noreferrer"><span>UC Salary Placement Guidelines</span></a><span> to set and adjust salaries. Given the decentralized structure of UC Berkeley, we rely on many people across our divisions, especially our division leaders (i.e., deans, vice chancellors, vice provosts, or equivalent), to ensure the consistent application of these guidelines. </span></p> <p dir="ltr"><span>Division leaders will have full and final decision-making authority, consistent with the guidelines, with respect to (1) setting salaries for new hires, (2) approving equity increases to bring an employee up to the midpoint of the range or above the midpoint of the range for an employee whose salary is already above the salary range midpoint, (3) counter offers, and (4) administrative stipends. To exercise this authority, division leaders must identify </span><a href="https://docs.google.com/document/d/1GICG44mHTJqhps4ezzR51xcd8_BtOUkKzdF_fqHrdFk/edit#heading=h.44pw2auitdyt" rel="noreferrer"><span>individual(s)</span></a><span> within their units to receive annual training from the People & Culture Compensation Team and be responsible for the application of the guidelines. We continue to encourage division leaders to seek guidance from their HR Partners who work in conjunction with the People & Culture Compensation Team. Please refer to the </span><a href="https://docs.google.com/document/d/1GICG44mHTJqhps4ezzR51xcd8_BtOUkKzdF_fqHrdFk/edit#" rel="noreferrer"><span>Salary Approval Matrix</span></a><span> for additional information and approval guidelines. </span></p> <p dir="ltr"><span>However, an equity increase outside of the guidelines, such as </span><strong>salary increases greater than 10% for an employee whose current salary is below the salary range midpoint resulting in a salary over the salary range midpoint or salary increases greater than 10% for an employee above the midpoint, need to be submitted to Compensation for approval</strong><span> Submit the request to </span><a href="https://docs.google.com/forms/d/e/1FAIpQLScK_Epyleg64MnVRBGiu7agdSmZrM_cSosWhzk3DTunB-U0tg/viewform" rel="noreferrer"><span>Increase Exception Request</span></a><span>. Requests submitted via this form will be emailed to </span><a href="mailto:salary-increase-request@berkeley.edu" rel="noreferrer"><span>salary-increase-request@berkeley.edu</span></a></p> <p dir="ltr"><span>If the Compensation Team does not support the proposed equity increase, approval must be obtained from the Chancellor and the Executive Vice Chancellor and Provost by submitting a written request which outlines the justification for the request, including an analysis of comparable salaries and the reasons why the request was not supported by the Compensation Team. </span></p> <p dir="ltr"><strong>For positions covered under bargaining contracts</strong></p> <p dir="ltr"><span>Please refer to the </span><a href="https://hr.berkeley.edu/labor/contracts" rel="noreferrer"><span>bargaining unit contract</span></a><span> for specific salary-setting guidelines. Questions? </span><a href="https://hr.berkeley.edu/employee-labor-relations/contact-elr"><span>Contact Employee & Labor Relations (ELR</span></a><span><a href="https://hr.berkeley.edu/employee-labor-relations/contact-elr">)</a>. For proposed equity increases greater than the contractually stipulated amount, submit the request to </span><a href="https://docs.google.com/forms/d/e/1FAIpQLScK_Epyleg64MnVRBGiu7agdSmZrM_cSosWhzk3DTunB-U0tg/viewform" rel="noreferrer"><span>Increase Exception Request</span></a><span>. Requests submitted via this form will be emailed to </span><a href="mailto:salary-increase-request@berkeley.edu" rel="noreferrer"><span>salary-increase-request@berkeley.edu</span></a></p> <p dir="ltr"><strong>Retroactive Salary Actions</strong></p> <p dir="ltr"><span>For most employees covered by this policy, the effective date of an increase must be within six months of the date the action is approved. For employees in the Managers & Senior Professionals (MSP) personnel group whose total cash compensation is greater than the Indexed Compensation Level, the effective date must be within 45 calendar days of the date the action is approved. A salary action not approved within these timeframes is considered retroactive and is an exception to policy that must be approved in accordance with the </span><a href="https://policy.ucop.edu/doc/4010400/PPSM-30" rel="noreferrer"><span>Approval Authority Matrix for Salary Actions Applicable to Staff Employees</span></a></p> <p dir="ltr"><strong>Counter offers</strong></p> <p dir="ltr"><span>Managers may make a counteroffer when an employee is offered a lateral transfer. To avoid bidding wars, the manager offering the position is limited to one salary offer, to which the employee's current manager may make one counteroffer. The employee then decides which offer to accept. The same criteria that are used for setting salaries in reclassifications and promotions will be used for determining counter offers.</span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Minimum Wage</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>The City of Berkeley minimum wage includes: </span></p> <ul> <li>At least $18.67/hour beginning July 1, 2024</li> <li>At least $18.07/hour beginning July 1, 2023</li> <li>At least $16.99/hour beginning July 1, 2022</li> <li>At least $16.32/hour beginning July 1, 2021</li> <li>At least $16.07/hour beginning July 1, 2020</li> <li>At least $15.59/hour beginning July 1, 2019</li> <li>At least $15.00/hour beginning October 1, 2018</li> </ul> <p>Information on Student Assistant Rates can be found <a href="https://hr.berkeley.edu/comp-benefits/compensation/salary-and-pay/non-represented" target="_blank" rel="noopener">here</a>.</p> <p><span>Note: </span><span>Represented employees falling below the July 1, 2024 minimum hourly rate will be handled by <span><a href="https://hr.berkeley.edu/employee-labor-relations/contact-elr">Employee & Labor Relations (E</a></span><span><a href="https://hr.berkeley.edu/employee-labor-relations/contact-elr">LR</a>).</span></span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span><a name="stipends" id="stipends"></a><a href="#stipends">PPSM Stipend Guidelines</a></span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>An administrative stipend may be paid when a career employee is temporarily assigned the duties of a position in a higher salary grade (defined by salary range midpoint), or when other significant new projects or duties, that are not part of the employee’s regular position, are </span><strong>assigned for a minimum of 30 working days (six weeks) up to a maximum of 12 months in duration. </strong></p> <p dir="ltr"><span>Stipends should be processed as a percentage of the employee’s monthly rate of pay.</span></p> <p dir="ltr"><span>It is the management’s responsibility to ensure that the temporary assignment does not exceed 12 months. An extension of a stipend beyond 12 months</span><strong> requires the approval of the Compensation department.</strong></p> <p dir="ltr"><span>For </span><strong>contract appointment and limited appointment employees</strong><span>, change the contractual rate of pay and/or increase the employee’s FTE percentage.</span></p> <p dir="ltr"><span>The amount of the administrative stipend shall not exceed the amount of salary increase that could be received by an employee if she/he were to receive a permanent promotion to the higher level title, which is typically up to 15%. When recommending an administrative stipend, managers should consider potential internal equity issues.</span></p> <p dir="ltr"><span>Administrative Stipends </span><strong>up to 5% </strong><span>are recommended for:</span></p> <ul> <li><span>Employees temporarily performing higher-level duties up to 10% time;</span></li> <li><span>Work is lateral but considerably different and outside the scope of the current position and requires up to 10% additional time;</span></li> <li><span>Work is lateral but supervision of 3 or more FTE is added;</span></li> </ul> <p dir="ltr"><span>Administrative Stipends </span><strong>up to 10%</strong><span> are recommended for employees temporarily performing higher-level duties up to 20% time.</span></p> <p dir="ltr"><span>Administrative Stipends </span><strong>up to 15% </strong><span>are recommended for employees temporarily performing higher-level duties 20% or more time.</span></p> <p dir="ltr"><span><span>While system-wide policy allows for stipends up to 25%, </span>stipends that exceed 15% and/or one year in duration have been previously audited by the UC Regents. </span><strong>Compensation strongly recommends that stipends be capped at 15%.</strong></p> <p dir="ltr"><span>The sum of the individual’s salary plus the stipend cannot exceed the salary range maximum of the higher-level position.</span></p> <p dir="ltr"><span>Assignment of temporary duties at a lower level (defined by salary range midpoint) does not warrant a stipend.</span></p> <p dir="ltr"><span>Administrative Stipends should not be provided for:</span></p> <ul> <li><span>Assignment of duties at a lower level;</span></li> <li><span>Additional duties assigned to cover short periods of vacation or other leave;</span></li> <li><span>Periodic increases in volume when the nature/complexity of duties is at the same level; or,</span></li> <li><span>Providing a “training opportunity” to develop an employee’s skills and competencies to perform higher-level duties.</span></li> </ul> <p><span><br><span>Consult with the </span><span>Compensation Unit</span><span>, as needed, for questions related to stipends. </span></span></p> <p><a href="https://hr.berkeley.edu/sites/default/files/stipend_process_2023.10.20.pdf"><span><span>View the Stipend Process Flow Chart</span></span></a></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span><span><span>Represented Employees </span><span><span>Temporary Pay (Out of Classification)</span></span></span></span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span><span>An employee in a bargaining unit may be eligible to receive temporary pay when they are temporarily assigned substantially all of the duties of a higher classification for a portion of their time, commonly referred to as an "out-of-classification assignment". Temporary pay is typically effective the date an employee begins performing the higher level duties at a significant portion of time and they typically end when the higher level duties are no longer assigned by management.</span></span></p> <div><span><span>The LBO (</span>Out of Class Assignment - Hrly) <span>Ea</span><span>rn Code should be used for all approved out-of-classification assignment situations.</span></span></div> <div><span><span>UCPath <a href="https://www.ucop.edu/ucpath-center/_files/mypath/py/ucpath-earn-code-list.xlsx" target="_blank" rel="noopener noreferrer">Earn Codes List</a> and details.</span></span></div> <div><span><span><span>Please refer to the appropriate </span><a href="http://ucnet.universityofcalifornia.edu/labor/bargaining-units/" target="_blank" rel="noopener noreferrer"><span>collective bargaining unit agreement</span></a><span> for the policy on temporary out-of-classification assignments.</span></span><br></span></div> <div><i><span>Updated July 2024</span></i></div> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Fair Labor Standards Act (FLSA)</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>The federal Fair Labor Standards Act (FLSA) regulates whether an employee is overtime-eligible (Non-Exempt) or overtime-exempt (Exempt). Previously, employees who are classified as overtime-exempt must earn at least $455 per week. Beginning December 1, 2016, to be exempt, the FLSA required that a staff employee satisfy the duties test and earn at least $913 per week, or $47,476 per year.</span></p> <p dir="ltr"><span>Staff appointments adhere to the FLSA salary threshold of $913/per week ($47,476/per year) until further notice. </span></p> <p dir="ltr"><span>The UC Committee on the DOL FLSA project is assessing the next steps for staff appointments. Once a decision is made it will be communicated to UC locations. For questions related to FLSA status of staff appointments, please contact </span><a href="mailto:compdesk@berkeley.edu" rel="noreferrer"><span>compdesk@berkeley.edu</span></a></p> <p dir="ltr"><span><a href="https://hr.berkeley.edu/compensation-benefits/compensation/flsa-determination/dual-flsa-guidelines">For additional information on determining FLSA status of an employee click here.</a></span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Dual Appointments</span></strong></h2> <div class="openberkeley-collapsible-target"> <p><span><span>Dual appointments are rare; they are only permitted on an exception basis, provided that all the required criteria are met, including approvals coordinated through Employee Relations</span><span>. For additional information related to </span><a href="https://hr.berkeley.edu/policies/policies-procedures/university/dual-appointments" rel="noreferrer"><span>dual appointments and the review/approval process click here</span></a></span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Salary History - Assembly Bill 168</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>On October 12, 2017, Governor Brown signed into law Assembly Bill 168 (AB 168), which prohibits employers from inquiring into an applicant's salary history, effective January 1, 2018. The legislation is intended to address inequity in pay practices based on gender, race, color, religion, sex, national origin, disability, age, protected veteran status, gender identity, or sexual orientation. Given the University's institutional values and commitment to ensuring equal pay, the University is taking steps to align our practices with the provisions of this new law.</span></p> <p><span><span>For additional information visit the </span><a href="https://ucnet.universityofcalifornia.edu/working-at-uc/your-career/talent-management/talent-acquisition-employment/ab-168.html" rel="noreferrer"><span>UCOP website</span></a></span></p> <p>Salary increase decisions for internal and external hires should be based on a predetermined targeted, or budgeted, salary. The candidate’s skills, knowledge, and experience, as well as where the proposed salary is in relation to peers of the same classification, should be further evaluated. Next, calculate the increased amount. For additional salary placement guidelines <a href="https://hr.berkeley.edu/comp-benefits/compensation/salary-and-pay/non-represented">see our associated webpage</a>.</p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Control Unit Administrators Review of Classification Requests</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr">For unit assignments, please see <a href="https://docs.google.com/spreadsheets/d/19HU7_LigaRAKcfbJBfNJzNJpMmVLPNaREvKrCIpUURI/edit?usp=sharing" rel="noreferrer">Control Unit Administrators Review of Classification Requests</a> - includes Management and Senior Professional Program (MSP)</p> <p dir="ltr">Detailed information about the classification process can be found in <a href="https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/recruiting-staff/classification">Chapter 3</a> of our <a href="https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr">Guide to Managing Human Resources</a>, including:</p> <ul> <li><a href="https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/recruiting-staff/classification/non-represented">Classification Process for Non-Represented Positions</a></li> <li><a href="https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/recruiting-staff/classification/evaluation">Classification/Reclassification Evaluation Process</a></li> <li><a href="https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/recruiting-staff/classification/academic-staff-movement">Classification Movement between Academic and Staff Personnel Programs </a></li> <li><a href="https://hr.berkeley.edu/policies/leaves/other/multi-location-appointments">Multi-Location Appointments For Staff: Procedures</a></li> <li><a href="https://docs.google.com/document/d/1vFaCmJ-i16XbDZmcSsdtowHGaS-TknlTv6NiUHgS6jI/edit?usp=sharing" rel="noreferrer">Positions that do <em>not </em>require VC review prior to Compensation review</a></li> </ul> <p><strong>MSP REVIEW PROCESS</strong><br><span>There is a separate review process for positions in the Management and Senior Professional Program (MSP).</span><br><strong>Purpose:</strong><span> Senior-level positions in the MSP Program are reviewed by the Vice Chancellors to ensure their support of the classification review, and conditionally the changes to the position and organizational structure, but not necessarily for the level requested. The Control Unit Administrator (CUA) facilitates this review with the Compensation Consultant. Their review provides campus-wide consistency in the classification of management-level positions.</span><br><strong>Process:</strong><span> The appropriate HR Partner submits all requests from the department (new and reclassifications) to the CUA and/or Compensation. For unit assignments, please see </span><a href="https://docs.google.com/spreadsheets/d/19HU7_LigaRAKcfbJBfNJzNJpMmVLPNaREvKrCIpUURI/edit?usp=sharing" rel="noreferrer">Control Unit Administrators Review of Classification Requests</a><span>. If the request is for reclassification, the HR Business Partner copies </span><a href="mailto:compdesk@berkeley.edu" rel="noreferrer">compdesk@berkeley.edu</a></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong>Delegations of Authority for PPSM 30 Policy Exceptions</strong></h2> <div class="openberkeley-collapsible-target"> <p><span><span>Delegations of Authority Per Revised PPSM </span><span>30 (as of April 2015)</span></span></p> <div dir="ltr"> <table> <tbody> <tr> <td> <p dir="ltr"><span>Section </span>Number</p> </td> <td> <p dir="ltr"><span>Topic</span></p> </td> <td> <p dir="ltr"><span>Current </span>Delegation</p> </td> <td> <p dir="ltr"><span>Delegation</span></p> </td> </tr> <tr> <td> <p dir="ltr"><span>30 </span><span>B </span><span>1 C</span></p> </td> <td> <p dir="ltr"><span>Salary </span><span>Over Range Maximum</span></p> </td> <td> <p dir="ltr"><span>Vice </span><span>Chancellors</span></p> </td> <td> <p dir="ltr"><span>Vice Chancellors</span></p> </td> </tr> <tr> <td> <p dir="ltr"><span>30 - B 5</span></p> </td> <td> <p dir="ltr"><span>Retroactive </span><span>Salary </span><span>Increases</span></p> </td> <td> <p dir="ltr"><span>Director of Total Rewards</span></p> </td> <td> <p dir="ltr"><span>Director of Total Rewards</span></p> </td> </tr> <tr> <td> <p dir="ltr"><span>30 </span><span>B </span><span>7</span></p> </td> <td> <p dir="ltr"><span>Meals </span><span>and </span><span>Housing Perq's</span></p> </td> <td> <p dir="ltr"><span>AVC HR</span></p> </td> <td> <p dir="ltr"><span>AVC HR</span></p> </td> </tr> <tr> <td> <p dir="ltr"><span>30 </span><span>B </span><span>8</span></p> </td> <td> <p dir="ltr"><span>Additional Cash Compensation</span></p> </td> <td> <p dir="ltr"><span>AVCHR</span></p> </td> <td> <p dir="ltr"><span>AVC HR</span></p> </td> </tr> <tr> <td> <p dir="ltr"><span>30 - B 9</span></p> </td> <td> <p dir="ltr"><span>Stipends</span></p> </td> <td> <p dir="ltr"><span>Departments</span></p> </td> <td> <p dir="ltr"><span>AVC HR for over 25% and/or two years</span></p> </td> </tr> <tr> <td> <p dir="ltr"><span>30 - B </span><span>10</span></p> </td> <td> <p dir="ltr"><span>Dual Employment</span></p> </td> <td> <p dir="ltr"><span>AVC HR</span></p> </td> <td> <p dir="ltr"><span>AVC HR</span></p> </td> </tr> </tbody> </table> </div> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Classification Requests for Procurement, Fundraiser, and EH&S positions</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><strong>Berkeley Internal Procedures</strong></p> <p dir="ltr"><span>Procurement positions; Compensation consults with Procurement to determine the appropriate classification for the position.</span></p> <p dir="ltr"><span>Fundraising positions (Professional 4 level and above): Compensation consults with University Development and Alumni Relations to determine the appropriate classification for the position.</span></p> <p dir="ltr"><span>EH&S positions; <span>Compensation consults with EH&S to determine the appropriate classification for the position.</span></span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Public Records Requests</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span><strong>Accessing Public Records</strong><br>The purpose of the California Public Records Act (CPRA) is to promote “access to information concerning the conduct of the people’s business is a fundamental and necessary right of every person in this state.” (California Government Code Section 6250)<br><br></span><strong>Accessing Your University Records<br></strong>The California Information Practices Act (IPA) (California Civil Code Section 1798) codifies the right to privacy guaranteed in the California Constitution (Article I, Section 1).</p> <p dir="ltr"><span><a href="https://chancellor.berkeley.edu/faq/public-records" rel="noreferrer">Review the Public Records FAQs here.</a></span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Waiver of Recruitments</span></strong></h2> <div class="openberkeley-collapsible-target"> <p><span><span>A waiver of recruitment is an exception to the recruitment policy, allowing a specific individual with unique skills to be hired without listing the position for open recruitment and advertisement. It is preferable to list all positions through the TAM system to allow equal access and opportunities for applicants. </span><a href="https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/recruiting-staff/employment/recruitment/waivers" rel="noreferrer"><span>For more information about the waiver of recruitment approval process click here.</span></a></span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>Working/Business Titles Guidance</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span>UC payroll titles are descriptive of the work performed. However, when a more specific title would serve the unit’s operational or recruiting interests, a working or business title may be used to describe the function of the position in even greater detail or more easily recognized terms in both internal and external communications. </span><strong>With the exception of Associate and Assistant Vice Chancellor titles</strong><span>, working or business titles are determined by the department.</span></p> <p dir="ltr"><strong>Business Titles should:</strong></p> <ul> <li> <p dir="ltr"><span>Reasonably reflect the nature of the work performed</span></p> </li> <li> <p dir="ltr"><span>Be distinct enough to differentiate the position</span></p> </li> <li> <p dir="ltr"><span>Be consistent with other business titles where similar work is done in a classification, function, or across the unit</span></p> </li> <ul> <li> <p dir="ltr"><span>For example: </span><em>Financial Anl 2 as Budget Analyst</em></p> </li> </ul> </ul> <p dir="ltr"><strong>Business Titles should <em>not</em>:</strong></p> <ul> <li> <p dir="ltr"><span>Duplicate a payroll title not currently associated with the position</span></p> </li> <li> <p dir="ltr"><span>Misrepresent the university or the authority of a position</span></p> </li> <li> <p dir="ltr"><span>Inflate or create inaccurate expectations of the position's role, scope, or authority.</span></p> </li> <ul> <li> <p dir="ltr"><span>For example: </span><em>Financial Anl 2 as Budget Director</em></p> </li> </ul> </ul> <p dir="ltr"><span>Titles that do not accurately describe the core function of the position may cause misrepresentation if expectations based on the business title do not accurately reflect the real authority or autonomy of the position.</span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong><span>AVC Working Titles</span></strong></h2> <div class="openberkeley-collapsible-target"> <p dir="ltr"><span><a href="https://docs.google.com/document/d/19OtMjZ7pt7w23rjkt-dOFVUsDWe_q-zHpWUaPb6J9vw/edit?usp=sharing" rel="noreferrer"><span>For Associate and Assistant Vice Chancellor titles, please consult the Guidelines for Using Associate and Assistant Vice Chancellor Titles.</span></a></span></p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong>Employee Relations Codes (ERC) Confidential vs Non-Confidential</strong></h2> <div class="openberkeley-collapsible-target"> <div dir="ltr"> <p><strong><i><span>Confidential ERC designations</span></i></strong></p> <p><strong>B</strong> - Manager, confidential</p> <p><strong>D</strong> - Supervisor, confidential</p> <p><strong>F</strong> - All Others, confidential<br><br></p> <p>Any employee who <span>develops or presents</span> management positions with <span>respect to collective bargaining with unio</span><span>ns</span>, OR Any employee whose duties normally require <span>access</span> to confidential information which contributes significantly to the development of management positions with respect to collective bargaining.</p> <p>"Confidential" designation for the ERC <strong>does not include</strong> dealing with other types of confidential materials (i.e. salary information and/or social security information). Access to personnel files<strong> does not</strong>, in and of itself, mean that an employee's ERC is confidential, <i>unless </i>that access is used to develop management positions with respect to collective bargaining. </p> <p><strong>Note</strong>: Except for specific employees in Central Human Resources office, the Chancellor's Office, and those who <strong>directly </strong>support the Vice Chancellors, the use of the "Confidential" designation (i.e. B, D, or F) <span>should occur only rarely and require pre-approval by <a href="https://hr.berkeley.edu/employee-labor-relations/contact-elr" target="_blank" rel="noopener">Labor Relations</a></span>.</p> <p>If you have any questions regarding the use of Employee Relation Codes, please contact <a href="https://hr.berkeley.edu/employee-labor-relations/contact-elr">ELR</a> or <a href="https://hr.berkeley.edu/compensation-benefits/compensation/contact" target="_blank" rel="noopener">Compensation</a> for clarification<i>. </i><em>It is critical that these codes be correctly determined and accurately entered into the UC Path system.</em></p> <p>The confidential ERC values may only be used for employees that meet the definition of "confidential employee" as it is stated in the Higher Education Employer-Employee Relations Act (HEERA) of 1978.</p> <p><strong><span><i>Non-Confidential ERC designations:</i></span></strong></p> <strong>A</strong> - Manager, not confidential </div> <div dir="ltr"><strong>C</strong> - Supervisor, not confidential </div> <div dir="ltr"><strong>E</strong> - All Others, not confidential</div> <div>Note: Student employees in non-academic assistant titles (job codes: 004921, 004920, 004919_ should have ERC "E" designation. </div> <div dir="ltr"> <p>See <a href="https://hr.berkeley.edu/hr-network/hr-systems/wfa/codes-values" target="_blank" rel="noopener">HR Systems: Codes & Values</a> web page for more information on Employee Relations Codes.</p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong>Standard 40 Hour Work Week (Non-exempt Staff)</strong></h2> <div class="openberkeley-collapsible-target"> <p>UC Berkeley standardized Non-exempt staff work schedule options based on a 40-hour workweek. In addition to the traditional '5-day, 8-hours per day,' there is a '4-day, 10-hours per day’ per week option. Staff may also vary their daily work start and stop times. We continue to be committed to a workplace culture that supports the family needs of our employees.</p> <p>Alternate work schedules are a part of the campus work-life effectiveness and allow staff and departments some flexibility in defining when, where, and how work is done.</p> <p>For many employees, even a small amount of flexibility can make a tremendous difference in successfully balancing responsibilities at work and at home. Flexible work arrangements are not an employee entitlement or requirement, but a work assignment mutually agreed to by the employee, supervisor, and department head. The arrangement must be in the best interest of the University.</p> <p><strong>Note:</strong> <strong>The only group that is authorized to use a ‘9/80’ schedule is the campus Police Department. No other Non-exempt staff are authorized to use a ‘9/80' work schedule.</strong></p> <p>Represented (covered) positions, please see the specific bargaining contract agreement, or contact <a href="https://hr.berkeley.edu/employee-labor-relations/contact-elr">Labor Relations</a>.</p> <p><a href="https://hr.berkeley.edu/sites/default/files/calmessage_oct_27_2014.pdf">Campus Communication 2014</a></p> <p>For additional information, please view the <a href="https://caltime.berkeley.edu/faq-page" rel="noreferrer">CalTime FAQ's</a> or contact your department's CalTime representative.</p> </div> </div> <div class="openberkeley-collapsible-container"> <h2 class="openberkeley-collapsible-controller"><strong>Contracting Out Resources </strong></h2> <div class="openberkeley-collapsible-target"> <p><a href="https://www.ucop.edu/procurement-services/policies-forms/contracting-covered-services/contracting-out-overview-webinar-new-recording-04-03-20.pdf" target="_blank" rel="noopener noreferrer">Implementation Guidelines Overview Slidedeck</a></p> <p><span>Contracting for Covered Services</span></p> <p>Regents Policy 5402: Requirements & Resources<br>The University of California is committed to maintaining a strong in-house workforce and supporting living wages and benefits for employees. To reinforce this commitment, the UC Board of Regents approved Regents Policy 5402, which generally prohibits contracting for services and ensures equitable treatment for any allowable contract workers.</p> <p>In addition, the new AFSCME collective bargaining agreement ratified on January 31, 2020 contains language that reinforces, and in some cases goes beyond, the Regents Policy. Article 5 of the AFSCME collective bargaining agreement takes precedence over the Regents Policy, and the resources here reflect that.</p> Questions? Contact UC Berkeley <a href="https://supplychain.berkeley.edu/procurement" target="_blank" rel="noopener noreferrer">Procurement Office</a>, systemwide Procurement (<span><a href="mailto:contractingout@ucop.edu" target="_blank" rel="noopener noreferrer">contractingout@ucop.edu</a>)</span> or email <a href="mailto:compdesk@berkeley.edu" target="_blank" rel="noopener noreferrer">compdesk@berkeley.edu</a>. Additional information and FAQs can be found in the <a href="https://sp.ucop.edu/sites/procurement/PPLDT/Pages/Contracting-for-Covered-Services-Resources.aspx" rel="noreferrer">UCOP SharePoint: Contracting for Covered Services</a>.</div> </div> </div></div></div></div> </div> </article> </div> </div> </div> </div> </div> </div> </div> </div> </div> </div>  </div>  <div id="sidebar-first" class="col-md-3 col-md-pull-9"> <div class="region region-sidebar-first"> <nav class="block block-menu-block block--" aria-label="Local"> <h2 class="block__title"><a href="/compensation-benefits" title="" class="active-trail">Comp & Benefits</a></h2> <div class="block__content"> <div class="menu-block-wrapper menu-block-1 menu-name-main-menu menu-level-2"> <ul class="menu nav nav-pills nav-stacked"><li class="first expanded active-trail menu-mlid-2980 menu-fields-menu-link active menu-link-compensation"><a href="/compensation-benefits/compensation" class="active-trail first expanded active-trail 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