“Classifications & Pay Ranges”
Supersedes | Effective |
4/09/2017
6/01/2018 7/01/2018 |
7/01/2019 |
Supersedes | Effective |
4/09/2017
6/01/2018 7/01/2018 |
7/01/2019 |
Rate | Minimum | Midpoint | Maximum | Status | |||||||||||||||||||||
Range | |||||||||||||||||||||||||
Senior Clerk | MO |
$2,262 |
$3,061 |
$3,860 |
NON-EX | ||||||||||||||||||||
Job Code 7231 | HR |
$13.00 |
$17.59 |
$22.18 |
UEP 4672 | ||||||||||||||||||||
Grade 1 | YR |
$27,144 |
$36,732 |
$46,320 |
|||||||||||||||||||||
Administrative Clerk | MO |
$2,510 |
$3,185 |
$3,860 |
NON-EX | ||||||||||||||||||||
Job Code 7231 | HR |
$14.43 |
$18.30 |
$22.18 |
UEP 4724 | ||||||||||||||||||||
Grade 2 | YR |
$30,120 |
$38,220 |
$46,320 |
|||||||||||||||||||||
Administrative Assistant I | MO |
$2,510 |
$3,185 |
$3,860 |
NON-EX | ||||||||||||||||||||
Job Code 7231 | HR |
$14.43 |
$18.30 |
$22.18 |
UEP 4724 | ||||||||||||||||||||
Grade 3 | YR |
$30,120 |
$38,220 |
$46,320 |
|||||||||||||||||||||
Administrative Assistant II | MO |
$2,813 |
$3,720 |
$4,628 |
NON-EX | ||||||||||||||||||||
Job Code 7231 | HR |
$16.17 |
$21.38 |
$26.59 |
UEP 4723 | ||||||||||||||||||||
Grade 4 | YR |
$33,756 |
$44,643 |
$55,530 |
|||||||||||||||||||||
Administrative Assistant III | MO |
$3,230 |
$4,389 |
$5,548 |
NON-EX | ||||||||||||||||||||
Job Code 7231 | HR |
$18.56 |
$25.23 |
$31.89 |
UEP 4722 | ||||||||||||||||||||
Grade 5 | YR |
$38,760 |
$52,670 |
$66,580 |
|||||||||||||||||||||
|
|
|
|||||||||||||||||||||||
Photographer | MO |
$3,029 |
$4,289 |
$5,548 |
NON-EX | ||||||||||||||||||||
Job Code 6219 | HR |
$17.41 |
$24.65 |
$31.89 |
UEP 6223 | ||||||||||||||||||||
Grade 1 | YR |
$36,348 |
$51,464 |
$66,580 |
|||||||||||||||||||||
Sr. Photographer | MO |
$3,443 |
$5,052 |
$6,661 |
NON-EX | ||||||||||||||||||||
Job Code 6219 | HR |
$19.79 |
$29.03 |
$38.28 |
UEP 6222 | ||||||||||||||||||||
Grade 2 | YR |
$41,316 |
$60,623 |
$79,930 |
|||||||||||||||||||||
Principal Photographer | MO |
$4,145 |
$5,403 |
$6,661 |
NON-EX | ||||||||||||||||||||
Job Code 6219 | HR |
$23.82 |
$31.05 |
$38.28 |
UEP 6221 | ||||||||||||||||||||
Grade 3 | YR |
$49,740 |
$64,835 |
$79,930 |
|||||||||||||||||||||
Service Area Supervisor I | MO |
$2,343 |
$3,485 |
$4,628 |
NON-EX | ||||||||||||||||||||
Job Code 4727 | HR |
$13.47 |
$20.03 |
$26.59 |
UEP 4728 | ||||||||||||||||||||
Grade 1 | YR |
$28,120 |
$41,825 |
$55,530 |
|||||||||||||||||||||
Service Area Supervisor II | MO |
$2,810 |
$4,179 |
$5,548 |
NON-EX | ||||||||||||||||||||
Job Code 4727 | HR |
$16.15 |
$24.02 |
$31.89 |
UEP 4727 | ||||||||||||||||||||
Grade 2 | YR |
$33,720 |
$50,150 |
$66,580 |
Rate | Minimum | Midpoint | Maximum | Status | ||||||||||||||||||||
Range | ||||||||||||||||||||||||
Facilities Worker | MO |
$4,465 |
NON-EX | |||||||||||||||||||||
Job Code 8218 | HR |
$25.66 |
|
UEP 8218 | ||||||||||||||||||||
YR |
$53,578 |
|
Represented | |||||||||||||||||||||
|
Teamsters | |||||||||||||||||||||||
Facilities Mechanic | MO |
$5,105 |
NON-EX | |||||||||||||||||||||
Job Code 8217 | HR |
$29.34 |
UEP 8217 | |||||||||||||||||||||
YR |
$61,262 |
Represented | ||||||||||||||||||||||
|
Teamsters | |||||||||||||||||||||||
Lead Facilities Mechanic | MO |
$5,486 |
NON-EX | |||||||||||||||||||||
Job Code 8216 | HR |
$31.53 |
UEP 8216 | |||||||||||||||||||||
YR |
$65,835 |
Represented | ||||||||||||||||||||||
|
Teamsters | |||||||||||||||||||||||
Painter | MO |
$6,144 |
NON-EX | |||||||||||||||||||||
Job Code 8106 | HR |
$35.31 |
UEP 8106 | |||||||||||||||||||||
YR |
$73,727 |
Represented | ||||||||||||||||||||||
|
Teamsters | |||||||||||||||||||||||
Carpenter |
MO |
$6,261 |
|
|
NON-EX |
|||||||||||||||||||
Job Code 8110 |
HR |
$35.98 |
|
|
UEP 8110 |
|||||||||||||||||||
YR |
$75,126 |
|
|
Represented | ||||||||||||||||||||
|
|
|
|
Teamsters | ||||||||||||||||||||
Food Service Mechanic | MO |
$6,549 |
NON-EX | |||||||||||||||||||||
Job Code 8201 | HR |
$37.64 |
UEP 8201 | |||||||||||||||||||||
YR |
$78,592 |
Represented | ||||||||||||||||||||||
|
Teamsters | |||||||||||||||||||||||
Service Engineer | MO |
$8,448 |
NON-EX | |||||||||||||||||||||
Job Code 8238 | HR |
$48.55 |
UEP 8238 | |||||||||||||||||||||
YR |
$101,372 |
Represented | ||||||||||||||||||||||
|
Teamsters | |||||||||||||||||||||||
Electrician | MO |
$7,188 |
NON -EX | |||||||||||||||||||||
Job Code 8138 | HR |
$41.31 |
UEP 8138 | |||||||||||||||||||||
YR |
$86,255 |
Represented | ||||||||||||||||||||||
|
Teamsters | |||||||||||||||||||||||
Continued | …. |
Staff Classifications | ||||||
Monthly | Years | |||||
Step | Rate | Rate | Experience | Status | ||
Range | ||||||
Security Guard | 1 |
$17.03 |
$2,963 |
0 – 2 |
NON-EX | |
Job Code 5327 | 2 |
$17.36 |
$3,021 |
>2 – 4 |
UEP 5327 | |
3 |
$17.71 |
$3,082 |
>4 – 6 |
Represented | ||
4 |
$18.06 |
$3,142 |
>6 – 8 |
AFSCME | ||
5 |
$18.43 |
$3,207 |
>8 – 10 |
|||
6 |
$18.79 |
$3,269 |
>10 – 12 |
|||
7 |
$19.18 |
$3,337 |
>12 – 14 |
|||
8 |
$19.53 |
$3,398 |
>14 – 16 |
|||
9 |
$19.93 |
$3,468 |
>16 – 18 |
|||
10 |
$20.33 |
$3,537 |
>16 – 18 |
|||
11 |
$20.73 |
$3,607 |
>20 – 22 |
|||
12 |
$21.15 |
$3,680 |
>22 – 24 |
|||
13 |
$21.57 |
$3,753 |
>24 – 26 |
|||
14 |
$22.00 |
$3,828 |
>26 – 28 |
|||
15 |
$22.44 |
$3,905 |
>28 – 30 |
|||
Senior Security Guard | 1 |
$18.34 |
$3,191 |
0 – 2 |
NON-EX | |
Job Code 5326 | 2 |
$18.71 |
$3,256 |
>2 – 4 |
UEP 5326 | |
3 |
$19.09 |
$3,322 |
>4 – 6 |
Represented | ||
4 |
$19.46 |
$3,386 |
>6 – 8 |
AFSCME | ||
5 |
$19.86 |
$3,456 |
>8 – 10 |
|||
6 |
$20.26 |
$3,525 |
>10 – 12 |
|||
7 |
$20.66 |
$3,595 |
>12 – 14 |
|||
8 |
$21.05 |
$3,663 |
>14 – 16 |
|||
9 |
$21.48 |
$3,738 |
>16 – 18 |
|||
10 |
$21.93 |
$3,816 |
>18 – 20 |
|||
11 |
$22.35 |
$3,889 |
>20 – 22 |
|||
12 |
$22.79 |
$3,965 |
>22 – 24 |
|||
13 |
$23.24 |
$4,044 |
>24 – 26 |
|||
14 |
$23.73 |
$4,129 |
>26 – 28 |
|||
15 |
$24.17 |
$4,206 |
>28 – 30 |
Staff Classifications | ||||||
Monthly | Years | |||||
Step | Rate | Rate | Experience | Status | ||
Range | ||||||
1 |
$16.80 |
$2,923 |
0 – 2 |
NON-EX | ||
|
2 |
$17.13 |
$2,981 |
>2 – 4 |
UEP 8487 | |
3 |
$17.48 |
$3,042 |
>4 – 6 |
UEP 5652 | ||
4 |
$17.83 |
$3,102 |
>6 – 8 |
UEP 5524 | ||
|
5 |
$18.18 |
$3,163 |
>8 – 10 |
UEP 5116 | |
|
6 |
$18.54 |
$3,226 |
>10 – 12 |
UEP 5651 |
|
|
7 |
$18.91 |
$3,290 |
>12 – 14 |
UEP 5523 | |
8 |
$19.29 |
$3,356 |
>14 – 16 |
UEP 5650 | ||
9 |
$19.68 |
$3,424 |
>16 – 18 |
Represented |
||
10 |
$20.07 |
$3,492 |
>18 – 20 |
AFSCME |
||
11 |
$20.46 |
$3,560 |
>20 – 22 |
|||
12 |
$20.88 |
$3,633 |
>22 – 24 |
|||
13 |
$21.29 |
$3,704 |
>24 – 26 |
|||
14 |
$21.71 |
$3,778 |
>26 – 28 |
|||
15 |
$22.14 |
$3,852 |
>28 – 30 |
|||
|
|
|
|
|
||
|
Job Code |
|
|
|||
Automotive Equipment Operator |
8487 |
|
|
|||
Food Service Worker |
5652 |
|
|
|||
Assistant Cook |
5524 |
|
|
|||
Senior Custodian |
5116 |
|
|
|||
Senior Food Service Worker |
5651 |
|
|
|||
Cook |
5523 |
|
|
|||
Principal Food Service Worker |
5650 |
|
|
|||
|
|
|
Staff Classifications | ||||||
Monthly | Years | |||||
Step | Rate | Rate | Experience | Status | ||
Range | ||||||
Senior Cook | 1 |
$17.10 |
$2,975 |
0 – 2 |
NON-EX | |
Job Code 5522 | 2 |
$17.45 |
$3,036 |
>2 – 4 |
UEP 5522 | |
3 |
$17.81 |
$3,099 |
>4 – 6 |
Represented | ||
4 |
$18.15 |
$3,158 |
>6 – 8 |
AFSCME | ||
5 |
$18.52 |
$3,222 |
>8 – 10 |
|||
6 |
$18.89 |
$3,287 |
>10 – 12 |
|||
7 |
$19.26 |
$3,351 |
>12 – 14 |
|||
8 |
$19.67 |
$3,423 |
>14 – 16 |
|||
9 |
$20.05 |
$3,489 |
>16 – 18 |
|||
10 |
$20.44 |
$3,557 |
>18 – 20 |
|||
11 |
$20.88 |
$3,633 |
>20 – 22 |
|||
12 |
$21.28 |
$3,703 |
>22 – 24 |
|||
13 |
$21.71 |
$3,778 |
>24 – 26 |
|||
14 |
$22.11 |
$3,847 |
>26 – 28 |
|||
15 |
$22.55 |
$3,924 |
>28 – 30 |
Manager & Professional Classifications | |||||||||||||||
Rate | Minimum | Midpoint | Maximum | Status | |||||||||||
Range | |||||||||||||||
Service Area Manager I | MO |
$3,438 |
$5,106 |
$6,774 |
EX | ||||||||||
Job Code 7235 | HR |
$19.76 |
$29.34 |
$38.93 |
UEP PSS1 | ||||||||||
YR |
$41,250 |
$61,270 |
$81,290 |
||||||||||||
Service Area Manager II | MO |
$3,609 |
$5,192 |
$6,774 |
EX | ||||||||||
Job Code 7234 | HR |
$20.74 |
$29.84 |
$38.93 |
UEP PSS1 | ||||||||||
YR |
$43,313 |
$62,302 |
$81,290 |
||||||||||||
Service Area Manager III | MO |
$3,783 |
$5,623 |
$7,463 |
EX | ||||||||||
Job Code 7236 | HR |
$21.74 |
$32.32 |
$42.89 |
UEP PSS2 | ||||||||||
YR |
$45,400 |
$67,475 |
$89,550 |
||||||||||||
Service Area Manager IV | MO |
$4,108 |
$5,898 |
$7,687 |
EX | ||||||||||
Job Code 7241 | HR |
$23.61 |
$33.90 |
$44.18 |
UEP PSS3 | ||||||||||
YR |
$49,296 |
$70,770 |
$92,244 |
||||||||||||
Division Area Manager I | MO |
$4,574 |
$6,802 |
$9,029 |
EX | ||||||||||
Job Code 7237 | HR |
$26.29 |
$39.09 |
$51.89 |
UEP PSS4 | ||||||||||
YR |
$54,890 |
$81,620 |
$108,350 |
||||||||||||
Division Area Manager II | MO |
$5,031 |
$7,475 |
$9,919 |
EX | ||||||||||
Job Code 7238 | HR |
$28.91 |
$42.96 |
$57.01 |
UEP PSS5 | ||||||||||
YR |
$60,370 |
$89,700 |
$119,030 |
||||||||||||
Division Area Manager III | MO |
$5,537 |
$8,233 |
$10,929 |
EX | ||||||||||
Job Code 7239 | HR |
$31.82 |
$47.32 |
$62.81 |
UEP PSS6 | ||||||||||
YR |
$66,440 |
$98,795 |
$131,150 |
|
Director Classifications | |||||||||||||||
Rate | Minimum | Midpoint | Maximum | Status | |||||||||||
Range | |||||||||||||||
Director A | MO |
$5,667 |
$8,333 |
$11,000 |
EX | ||||||||||
Job Code 245 | HR |
$32.57 |
$47.89 |
$63.22 |
UEP MSP1 | ||||||||||
Grade K01 | YR |
$68,000 |
$100,000 |
$132,000 |
|||||||||||
Director B | MO |
$6,250 |
$9,167 |
$12,083 |
EX | ||||||||||
Job Code 245 | HR |
$35.92 |
$52.68 |
$69.44 |
UEP MSP2 | ||||||||||
Grade K02 | YR |
$75,000 |
$110,000 |
$145,000 |
|||||||||||
Director C | MO |
$6,833 |
$10,083 |
$13,333 |
EX | ||||||||||
Job Code 245 | HR |
$39.27 |
$57.95 |
$76.63 |
UEP MSP3 | ||||||||||
Grade K03 | YR |
$82,000 |
$121,000 |
$160,000 |
|||||||||||
Director D | MO |
$7,500 |
$11,083 |
$14,667 |
EX | ||||||||||
Job Code 245 | HR |
$43.10 |
$63.70 |
$84.29 |
UEP MSP4 | ||||||||||
Grade K04 | YR |
$90,000 |
$133,000 |
$176,000 |
|||||||||||
Director E | MO |
$8,333 |
$12,500 |
$16,667 |
EX | ||||||||||
Job Code 245 | HR |
$47.89 |
$71.84 |
$95.79 |
UEP MSP5 | ||||||||||
Grade K05 | YR |
$100,000 |
$150,000 |
$200,000 |
|||||||||||
Director F | MO |
$9,167 |
$13,750 |
$18,333 |
EX | ||||||||||
Job Code 245 | HR |
$52.68 |
$79.02 |
$105.36 |
UEP MSP6 | ||||||||||
Grade K06 | YR |
$110,000 |
$165,000 |
$220,000 |
|||||||||||
Director G | MO |
$10,000 |
$17,083 |
$24,167 |
EX | ||||||||||
Job Code 245 | HR |
$57.47 |
$98.18 |
$138.89 |
UEP MSP7 | ||||||||||
Grade K07 | YR |
$120,000 |
$205,000 |
$290,000 |
|||||||||||
Executive Director | MO |
$10,000 |
$17,083 |
$24,167 |
EX | ||||||||||
Job Code 451 | HR |
$57.47 |
$98.18 |
$138.89 |
UEP MSP7 | ||||||||||
YR |
$120,000 |
$205,000 |
$290,000 |
Policy | Supersedes | Effective |
#401-F | 11/1/97 5/15/2003 |
7/1/2013 |
Identifies a specific payroll classification.
The range of compensation for any classification.
Ranges begin with minimum and end with maximum pay rates. Midpoint pay rates are also shown.
Employees are paid within the established minimum and maximum pay rates for their classification.
“University Equivalent Position”, abbreviated.
The comparable University position code, where applicable.
Policy | Supersedes | Effective |
#401-J | 11/1/97 1/1/2001 5/1/2002 5/15/2003 5/1/2004 8/1/2006 7/1/2008 5/1/2009 7/1/2010 7/1/2011 7/1/2012 7/1/2013 7/1/2014 5/1/2015 |
6/1/19 |
Employees are paid within the established “Minimum” and “Maximum” pay rates for their classification.
The hiring of individuals above midpoint of any range requires the advance approval of appropriate operating division Directors and the Director of Business and Legal Affairs.
Recently graduated student employees of ASUCLA are hired to professional positions at “Minimum” of the range. Exceptions require the advance approval of appropriate operating division Directors and the Director of Business and Legal Affairs.
An employee who is employed at 100% time shall not receive additional compensation for any work or services performed that are related to the employee’s current position, regardless of the source or type of payments. (Payment for overtime earned by a non-exempt employee and wage/equity adjustments are not subject to this restriction.)
Regular status professional employees are eligible for merit increases based on performance review ratings and the availability of funds.
Regular status professional employees who have reached the top of their pay ranges are not eligible for merit increases.
Merit increases are awarded annually, effective August 1.
Depending on when an employee is hired during a review cycle, merit increases may be prorated according to the following schedule:
Hire Date: | Merit Increase Effective Date: | Merit Increase Amount: |
August 2018 – December 2018 | August 1, 2019 | 100% |
January 2019 | August 1, 2019 | 58% |
February 2019 | August 1, 2019 | 50% |
March 2019 | August 1, 2019 | 42% |
April 2019 | August 1, 2019 | 33% |
May 2019 | August 1, 2020 (up to 15 months) |
100% |
June 2019 | August 1, 2020 (up to 14 months) |
100% |
July 2019 | August 1, 2020 (up to 13 months) |
100% |
A pay increase of 5% or “Minimum” of the new range, whichever is greater, may be awarded upon promotion or upward reclassification that includes significantly increased responsibilities.
Compensation may be adjusted in response to a number of circumstances, including but not limited to:
Pay adjustments are generally increases of 5%.
Pay adjustments may not exceed 25% in any given twelve (12) month period.
Employees who are demoted to a lesser position generally receive a pay decrease.
Employees whose positions are reclassified downward will receive a pay decrease when duties/ responsibilities are significantly decreased, or under similar circumstances.
Pay ranges are adjusted periodically to provide increased potential for pay advancement.
Exceptions require written justification, and advance approval of the operating Division Director, the Director of Business and Legal Affairs, and ASUCLA’s Executive Director.
Policy | Supersedes | Effective |
#406 | 4/1/98 | 8/1/2003 |
Exempt employees are defined as employees who, based on duties performed and manner of compensation, shall be exempt from the Fair Labor Standards Act minimum wage and overtime provisions.
Exempt employees are paid an established monthly pay rate, and are expected to fulfill the duties of their positions regardless of hours worked:
Exempt classifications are identified in ASUCLA’s Title & Pay Plan.
Non-exempt employees are defined as employees who, based on duties performed and manner of compensation, are subject to all Fair Labor Standards Act provisions.
Non-exempt employees are compensated for actual time worked:
Non-exempt classifications are identified in ASUCLA’s Title & Pay Plan.
Policy | Supersedes | Effective |
#411 | 4/1/98 1/1/2001 5/1/2002 5/15/2003 8/1/2003 |
8/1/2006 |
Exempt employees complete Associated Students, UCLA “Employee Attendance Report” to record:
Exempt employees shall not record actual hours worked, nor partial days off.
Non-exempt employees utilize the Kronos Timekeeping System (Workforce Central) for attendance recording of:
Exempt Limited Appointments complete Associated Students, UCLA “Employee Attendance Report”.
Exempt Limited Appointments record:
Exempt Limited Appointments paid hourly record:
Non-exempt Limited Appointments utilize the Kronos Timekeeping System (Workforce Central).
Non-exempt Limited Appointments record:
Failure to follow guidelines on completing time and attendance reports will result in corrective action, up to and including immediate dismissal.
Policy | Supersedes | Effective |
#413 | 8/1/2003 | 8/1/2006 |
All non-exempt employees are required to record time worked using the KRONOS timekeeping system. Pay checks are generated based on the hours reported worked from the KRONOS system by:
Employees are to immediately advise a professional supervisor or manager in the event they neglect to ‘swipe in or out’.
Violations of this policy are grounds for immediate dismissal, including but not limited to:
Policy | Supersedes | Effective |
#416 | 4/1/98 1/1/2001 5/1/2002 8/1/2003 8/1/2006 9/1/2012 |
7/1/2013 |
Exempt Employees are paid on a monthly basis on the first day of the month following the pay period end.
When a pay day falls on a Saturday, Sunday or holiday, pay checks are distributed the previous regular work day except for payment of December which will paid the first working day of January.
Non-exempt Employees are paid every other Wednesday.
There is a ten (10) day process period from the pay period end to the pay day, therefore, Wednesday pay day will pay time worked for the two weeks prior to the 10 day process period.
When a pay day falls on a holiday, pay checks are distributed the previous regular work day.
ASUCLA’s work week begins at 12:00 a.m. every Sunday, and ends every Saturday at 11:59 p.m..
Employees can have their pay automatically deposited to a savings or checking account at almost any bank, savings institution or credit union in the Southern California area.
Employees who elect “Surepay” will view their pay information online at https//atyourservice.ucop.edu.
A Surepay form must be submitted to Payroll to begin this service.
Employees are responsible for reviewing their pay carefully to verify the number of hours, rate paid and deductions taken. This should be done prior to cashing their paychecks or otherwise negotiating them.
Employees are required to report discrepancies immediately to their supervisor or manager. Failure to report pay discrepancies resulting in overpayment may result in immediate dismissal.
ASUCLA retains the right to initiate employee repayments through payroll deductions when an overpayment occurs.
Policy | Supersedes | Effective |
#421 | 4/1/98 1/1/2001 5/15/2003 |
7/1/2011 |
Breaks and meal periods are scheduled by your supervisor based on the operating needs of the department, according to the following schedules:
BREAKS…
You may not combine 2 breaks to equal one, add breaks to a meal period, nor take breaks at the beginning or end of your work shift.
Hours Worked | Length of Break |
Under 3 … | Not eligible |
3 hours and over …. | One 15 minute period for each 3 hours worked |
MEALS…
Length of meal periods when more than 6 hours are worked will be determined by your supervisor.
Meal periods must fall as close as possible to the middle of your shift.
You may not accumulate meal periods for use another day.
Hours Worked | Length of Meal Period |
Under 5 … | Not eligible |
5-6 …. | One 30 minute period for (optional) |
Over 6 …. | One 30 – 60 minute period (required) |
Non-exempt employees are paid at their regular rates for meal periods under these conditions only:
Employees and their supervisors must have agreed in advance, in writing, to waiving the meal period, and must have advance approval of the Human Resources Division.
Policy | Supersedes | Effective |
#426 | 4/1/98 1/1/2001 5/1/2002 5/15/2003 7/1/2007 |
8/1/2015 |
In accordance with the Fair Labor Standards Act, when employees with non-exempt pay status work more than 40 hours in a single work week, they will be compensated with either:
Premium overtime pay and Comp Time applies only to hours actually worked, and excludes any hours on paid or unpaid leave.
Wherever operationally feasible, Comp Time is to be taken in the same work week in which overtime hours will occur. In such cases, Comp Time is taken at “straight time”.
Overtime pay or Comp Time does not occur when a non-exempt employee works in excess of 8 hours in one day, unless the 40 hours per week minimum requirement has been exceeded.
No more than 240 hours of Comp Time may be accrued (160 hours of actual overtime worked at 1.5 times “straight time”). An employee shall be paid for overtime hours that exceed this maximum accrual limit, at 1.5 times the regular hourly rate.
Employees must have supervisory approval prior to working overtime hours or taking Comp Time.
Based on operating needs and employee preferences, supervisors will determine which method of compensation to apply to overtime hours worked.
Non-exempt employees will be paid for a minimum of 2 hours at their regular rates when they are scheduled to report to work.
Non-exempt employees will be paid at their regular rates for any hours they are required to remain on standby at ASUCLA facilities/premises. If an excess of 40 hours are worked in that work week, overtime rates will be paid.
Employees who are performing on-call duty but who are not required to remain at ASUCLA facilities/premises (e.g., wearing pagers or checking in periodically) do not receive standby pay and are not eligible for minimum callback pay if asked to report for actual work.
When called back to work after completing the regular work schedule and leaving the work premises, non-exempt employees will be paid at their regular rates for a minimum of 4 hours plus any additional hours actually worked. If an excess of 40 hours are worked in that work week, overtime rates will be paid.
Non-exempt employees will be paid at their regular rates for time spent traveling to and/or from a work location that is not the employee’s regular work site. The usual amount of time spent traveling to and/or from home to the regular work site, and any meal periods, may be deducted.
Non-exempt employees who donate blood or platelets during campus blood drives will receive 4 hours of Comp Time at “straight time”.
Exempt employees who donate blood or platelets during campus blood drives will receive 4 hours time off.
In some cases, non-exempt employees assigned to work special shifts receive a shift differential rate in addition to their regular rate of pay. Check with your supervisor or manager to determine how shift differential is administered in your department.
The differential pay rate applies only to the hours worked that fall into your department’s “special shift”. For example:
If “special shift” is …. | And your shift is …. | You’d receive differential pay for …. |
8:00 – 12:00 | 8:00 – 12:00 | 8:00 – 12:00 |
8:00 – 12:00 | 6:00 – 10:00 | 8:00 – 10:00 |
ASUCLA does not provide advances on pay or vacation accruals.
Employees are prohibited from accepting any form of gratuity from ASUCLA customers or vendors.
Policy | Supersedes | Effective |
#431 | none | 4/1/98 |
A garnishment is any judicial or government administrative procedure through which an employee’s wages are required to be withheld for the payment of any debt.
Upon receipt of a court order for pay garnishment, and if the employee cannot obtain a release from the creditor, the moneys due will be forwarded to the proper authority.
Any other type of inquiry or request by an outside concern addressing an employee’s indebtedness will not, for purposes of this policy, be considered a garnishment.
ASUCLA will not assume responsibility for the collection of any employee debt, except those owed to ASUCLA or when directed by court order.
ASUCLA will provide information to creditors only in accordance with applicable laws and regulations.
ASUCLA recognizes garnishments of an employee’s pay as a costly, administrative burden. In accordance with state and federal laws, ASUCLA may therefore take corrective action, up to and including dismissal, with an employee when a court order to garnish or withhold his/her earnings is received.
By statute, an employee may not be dismissed because of multiple garnishments to satisfy a single judgment, or to satisfy a Support Order.
Employees who are experiencing difficulties in the management of their personal finances are encouraged to seek financial counseling through UCLA’s Staff & Faculty Counseling Center. For more information, call them at 310/794-0245.