UNIVERSITY OF WISCONSIN River Falls
The civil service classification determines an employee’s pay range. 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 (JCOER). This compensation plan is administered by the Director of the Office of State Employment Relations (OSER) and is reviewed biennially.
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). For further questions regarding classification or salary, contact the Human Resources Office.
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.
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.
The specific amounts of night differential for represented employees are established and negotiated biennially between the union(s) 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.
The specific amounts of weekend differential for represented employees are established and negotiated biennially between the union(s) 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 midnight on Sunday.
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.
Non-Represented employee pay adjustments are 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.
Represented employee pay adjustments are also 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(s).
Discretionary Merit Compensation (DMC)
DMCs may be granted to any eligible classified employee (other than Crafts Worker related employees) whose pay administration is covered by the Compensation Plan. DMC adjustments may be granted as a base pay increase, a lump sum payment, or a combination of both. Detailed information about eligibility and limits of the DMC amount are provided in the campus policy.
Discretionary Equity or Retention Adjustment (DERA)
DERA may be granted to any broadbanded classified employee whose pay administration is covered by the Compensation Plan. The purpose of DERA is to address equity or retention needs. Detailed information about eligibility and limits of the DERA amount are provided in the campus policy.
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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 each pay period and represent wages for the preceding pay period. Earning statements are located in the "My UW System" portal and are available for review at least two days prior to your pay date.
The following deductions are made from paychecks of all classified employees: Federal Withholding Tax, State Withholding Tax, and Social Security. 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 some of these deductions.
Questions regarding pay or deductions should be directed to the Classified Payroll and Benefits Specialist.