Human Resource Services

Policies

 

Direct Deposit and Pay/Debit Card

The University of Florida currently has a direct deposit policy that states, "All employees, including temporary hires and non-work study students, are required to participate in the Direct Deposit Program as a condition of employment, regardless of date of hire". By Federal Regulations, Work-Study students are not required to participate in the Direct Deposit Program, but they are encouraged by the University of Florida to participate.

Employees who are unable to establish an account for direct deposit at a financial institution must request to have their salary applied to a pay/debit card through Wachovia, called "My Direct Pay Card." More information is available at Payroll's web site.

Emergency Consultation Compensation

If non-exempt employees are called at home to assist with emergencies, this is considered "time worked" and must be recorded as such.

On-Call Pay & Callbacks

Unexpected emergencies and crises are an everyday reality for many university operations, which means some staff members must be available during off-duty hours to ensure a quick response. This section covvers how to compensate these employees.

Pay for Promotion, Demotion, or Reassignment

University of Florida regulations and policies require an employee's pay to fall within the salary range assigned to the position's pay grade.  Employees may receive a pay increase upon promoting, reassigning, or demoting to another position.  A promotion occurs when an employee moves to a position with a higher pay grade.  A transfer or reassignment occurs when an employee moves to another position—either the same title or different title—that has the same pay grade.  A demotion occurs when an employee moves to a position with a lower pay grade.  

A position's pay grade may be found on the non-exempt classification specifications or exempt class specifications.

Salary ranges for each pay grade are available in the compensation section of this site.

Perquisites

Perquisites are defined as those goods or services that may be given to, used by, or provided at reduced cost to employees that are essentially additional compensation above and beyond the employee's regular pay or that reduce the employee's normal personal expenses. Typical perquisites include low- or no-rent housing, utilities, uniforms, and non-professional certification or licensure.

Shift Differential

Shift differential is additional compensation paid at the discretion of vice presidents to non-exempt TEAMS and USPS employees who work during certain “premium” shifts, defined in this policy.

Visa Status

An employee’s visa status affects appointment eligibility as well as withholding for federal, Social Security and Medicare (FICA) taxes. Employees who fail to provide their departments with copies of their past or current visa documents will be responsible for paying their respective tax liability. The Foreign National Tax Information Form and the I-9 must be completed and sent to the University Tax Services if there is an extension or change of status for the employee. An employee will not be put on payroll without the report from the University Tax Services. Employees are encouraged to consult with their own tax advisers concerning their visa and tax status.

Wage & Hour Law

Includes information on non-exempt and exempt status, time-worked regulations, no paid leave for OPS employees, overtime, record keeping, additional employment, and official university travel.

Workers' Compensation

Visit the Workers' Compensation portion of the Employee Relations web site for more information on work-related injuries, regulations, and more.