Salary- Unclassified Administrative Staff and Faculty

(MUPIM 4.0)

Pay Schedules (MUPIM 4.0.A)

Faculty (MUPIM 4.0.A.1  )

The salary of a member of the full-time instructional staff will be paid in either nine (9) or twelve (12) installments, as the individual elects. Arrangements for the twelve-month plan must be made prior to August 12 for any academic given year by signing a salary preference card in Academic Personnel Services.  Salary is paid on the last banking day of the month.  Services performed during the summer terms are compensated separately.

Unclassified Staff (MUPIM 4.0.A.2)

The salary of a member of the unclassified administrative staff will be paid on either a bi-weekly (overtime eligible) or monthly basis (overtime exempt).

Direct deposit of wages is required for all employees.  Exact dates for the payroll schedules are available from Payroll Services.

 Deductions (MUPIM 4.0.A.3)

Deductions from salaries are made for federal, state, and city income taxes, other taxes as required by law, and contributions for healthcare, and the appropriate state or alternative retirement program. Additional deductions will be made upon the staff member’s authorization for payments to the Miami University Employee’s Federal Credit Union, payments to Miami University, purchase of certain fringe benefits available through the University, and contributions to University-qualified charitable organizations.

Miami complies fully with all applicable federal and state laws regarding wages and deductions.  If any employee believes that improper deductions have been made from his or her pay, the employee should lodge a complaint with the Director of the Payroll Services and Payables.  If the employee is not satisfied with the Payroll Director’s response, the employee may appeal to the director of the appropriate personnel office.  It is the policy of Miami University to reimburse employees for any improper wage deductions.

 Compensation (MUPIM 4.0.B)

Annual salary increments for the instructional staff are determined as a result of guidelines set by the President. From these guidelines, increases for Oxford campus faculty are then recommended by Oxford campus department chairs, through the academic deans and the Provost, to the President.  For instructional staff on the regional campuses, regional campus chairs or coordinators make initial recommendations to the Dean of the Regional Campuses, who then forwards recommendations to the Provost and the President.

Salary Increments Instructional Staff (MUPIM 4.0.C)

Annual salary increments for the instructional staff are determined as a result of guidelines set by the President. From these guidelines, increases for Oxford campus faculty are then recommended by Oxford campus department chairs, through the academic deans and the Provost, to the President.  For instructional staff on the regional campuses, regional campus chairs or coordinators make initial recommendations to the Dean of the Regional Campuses, who then forwards recommendations to the Provost and the President.

Supplemental and Summer Pay Policy – Grants and Contracts (MUPIM 4.0.D)

Miami University adheres to Federal OMB Circular A-21, which prohibits supplemental pay on federally-sponsored projects during a faculty or staff member’s regular period of fulltime service to the University unless (1) the work is for a project director in a Miami University department other than the individual’s department, and the work is clearly in addition to the individual’s regular workload; or (2) the work involves a separate or remote operation, and the work is clearly in addition to the individual’s regular workload.

When any portion of a faculty or staff member’s salary is derived from work performed under a grant or contract administered by Miami University, the amount charged to the grant or contract will be based upon the individual’s regular rate of compensation under their current appointment.

Time devoted toward earning supplemental pay during a faculty or staff member’s regular period of fulltime service to the University may not exceed an average of one day per week, including any other time committed to outside service for which compensation may be earned as defined in Section 3.11 Ethics and External Services, during the individual’s regular period of fulltime service to the University.

If fulltime teaching duties are not assigned to a faculty or staff member during the winter or summer term, the individual may be eligible for supplemental pay on a grant or contract where the supplemental pay:

  1. is within the approved budget for the grant or contract and follows the guidelines of the sponsoring agency;
  2. is at a rate not to exceed the individual’s base salary on a daily basis, prorated for the level of effort devoted to teaching duties during fall and spring semesters minus the level of effort devoted to teaching duties during winter term; and
  3. does not exceed an average time commitment of one day per week, including any other time committed for supplemental pay as defined in section 3.11 Ethics and External Services, during the individual’s regular period of fulltime service to the University.

Revised 2015; Revised 2016

 

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