Classification and Compensation
As a UALR classified employee, you are working in a position that is assigned to a class of positions which has similar duties and responsibilities. Your position has been assigned a grade level with a pay range which has an entry salary rate, a mid-level salary rate and a maximum salary rate. There are 26 grades in the pay plan, and each grade has 4 pay levels. Positions are assigned to classifications and grade levels by the Office of Personnel Management, Department of Finance and Administration.
Salaries of new employees are not less than Level 1 of the assigned grade. They are also no more than Level 1 of the grade unless: 1) a special entry rate is asked for and approved by the Office of Personnel Management; 2) in certain cases where an employee is transferring to UALR from a state agency or another state-supported college/university; 3) a former state employee is hired who is eligible for his/her exiting salary if it is more than Pay Level I; or 4) a special entry rate based on labor market has been approved by the chief fiscal officer of the state.
As a classified employee, your job performance is evaluated annually after successfully completing an initial ninety-day probationary employment period. Based on the results of your annual evaluation, your supervisor may recommend a salary increase based on your job performance. This increase is effective on your anniversary date which is established on your date of hire. Your supervisor can answer questions about the performance evaluation system used by the University.
If you are promoted to a classification which is one grade higher than your former classification, your maximum rate of pay shall increase six percent (6%). If you are promoted to a classification which is two or more grades higher than your former classification, your rate of pay shall increase eight percent (8%). If the new rate of pay falls below Pay Level I for the new grade, your rate of pay shall be adjusted to Pay Level I. However, the rate of pay may not exceed Pay Level IV of the new pay grade.
You must meet or exceed the minimum qualifications for the new position to be promoted to that position.
When an employee is involuntarily demoted or voluntarily solicits a demotion, his or her rate of pay shall be fixed in the lower-graded position at a rate equal to six percent (6%) less than the employee's rate of pay at the time of demotion for demotion of one (1) grade and a maximum of eight percent (8%) less than the employee's rate of pay at the time of demotion for demotions of two (2) or more grades.
Employees transferring from one classified position to another at the same grade are eligible to remain at the same salary. Employees transferring from one classified position to another at a higher or lower grade are considered as being promoted or demoted as applicable. This policy applies to employees transferring between State agencies and/or institutions without a break in service and employees returning to State service within two pay periods after leaving.
Your paycheck is issued semi-monthly. Checks are available on the 15th and the last day of each month. If either of these days falls on Saturday, Sunday, or a holiday, your check will be available on Friday or the last working day before the weekend or holiday. Your check is distributed by the cashier's office to the department in which you work, or for your convenience, you may have your check deposited directly into your bank account.
Hourly employees are paid one pay period behind, all others are paid up-to-date. Adjustments to any type of leave taken are made in the next pay period; therefore, the leave reported to you on your paycheck stub does not include any leave used during the preceding pay period.
Every effort is made to process all personnel action forms during a pay period. However, actions processed after the first four (4) days of a pay period may result in a delayed paycheck.
Regular staff time sheets are due in the Payroll Office no later than noon of the first working day following the end of the pay period. Monthly non-classified/faculty time sheets are due no later than noon of the first working day following the last payday of the month.
The University is required by law to withhold part of your pay for federal (FED W/H) and state (AR W/H) income tax and social security (FICA & MQFE).
Forms for Federal (W-4) and State (AR4EC) income tax withholdings must be filed with the Human Resource Services at the beginning of your employment. If an employee claims an exemption from withholding, a new W-4 must be filed each year in the payroll office. New forms to reflect changes in your status may be filed at any time in the payroll office. The payroll office personnel can assist you in filling out these forms but the ultimate responsibility for your filing status is yours.
On or about January 31, you will receive a W-2 form which is a statement of your earnings for the previous calendar year. This form includes amounts withheld for income taxes and social security.
For your convenience and at your request there are other items which can be withheld from your check. A Payroll Deduction Authorization form must be completed to initiate any withholding item. These items and where to inquire are:
|
Human Resource Services |
| UALR tuition | Cashier's Office |
| Savings Bonds | Payroll Office |
| Parking fees | Public Safety |
| Fitness Center membership fees | Fitness Center |
| Basketball ticket purchases | Athletics Office |
| ASEA dues | Union Offices |
| UALR Foundation donations | Development Office |
| United Way contributions | Payroll Office |
If you should ever have your wages and/or other amounts due from the University seized by a court order of garnishment, the University is required under Act 463 of 1989 to comply with such an order within 20 days. Governmental liens such as those resulting from claims for unpaid taxes and from bankruptcy claims must also be honored.
When the University receives such a court order or lien, it must pay the appropriate amount to the clerk of the court or to the governmental agency. Any defenses you wish to make must be made to the court or the governmental agency.
Because a substantial amount of time and expense is used in processing wage garnishments and liens, the University is somewhat concerned whenever this occurs. Therefore, it will be considered grounds for dismissal whenever two orders of garnishment, two salary liens or a combination of one of each type of seizure is processed against a University employee during a twelve-month period.
However, multiple garnishment orders resulting from the same debt or same judgments will be treated as a single garnishment. Furthermore, multiple assertions of salary liens resulting from the same bankruptcy order or same debt for taxes due to some governmental unit will also be treated as a single lien.
The University shall have the right to offset against amounts due and payable to an employee, including a student-employee, those liquidated amounts due and payable by the employee to the University for any reason, with the University then paying the net amount remaining to the employee in full satisfaction of his or her wages or other amount due, as follows:
Subject to the above limitations, the Chancellor, through the Vice Chancellor for Finance and Administration, may develop with an affected employee a repayment plan for successive offsets so that the entire amount owed to the University is not offset on a single occasion; provided, however, that no such plan shall be developed in the instance of any final settlement of accounts, such as where a final check for wages for a terminating employee may be involved. (Board Policy 405.2, 1/20/95)
All service in a classified or non-classified position or positions (except faculty positions) may be counted toward the eligibility requirements for Career Service Recognition Payments. It is not required that state service be continuous to establish eligibility.
Classified and non-classified employees (except faculty) will become eligible for Annual Career Service Recognition Payments upon completion of ten (10) or more years of service in a classified or non-classified full-time position or positions with an agency or institution of higher education of the state of Arkansas. Payments will be made according to the following schedule:
| Career Service | Annual Payment |
|---|---|
| 10 through 14 years of state service |
$300
|
| 15 through 19 years of state service |
$400
|
| 20 through 24 years of state service |
$500
|
| 25 or more years of state service |
$600
|
Payments are made within the first week of the month following the month in which the increase eligibility date or career service credit date falls. Checks are produced from a supplemental payroll run and are subject to federal income tax at a 28% IRS required withholding rate and the regular social security and state income tax withholdings. Withholdings such as retirement contributions or any miscellaneous deductions do not apply to these checks. Payments are separate from regular payroll checks and do not affect the base salary. Direct deposit is not available on supplemental payroll runs. The payroll office notifies the employee's department when checks are ready to be picked up.
If you have state service other than your UALR employment you must request that the agency or institution where you were previously employed complete a Proof of Prior Service Form and return it to Human Resource Services. Only full-time non-faculty service may be used to determine eligibility for the Career Service Recognition Awards.