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Contingent Category II and III employees are eligible for paid time off, which includes: Contingent II Exempt employees accrue 22 days of Vacation Time Off. For employee’s working 50% FTE or more, employees will earn time off on a prorated basis.
- Pay Program for Exempt and Overseas Staff Procedures | UMGC
Overview. UMGC has adopted a market-based pay program for...
- Pay Program for Exempt and Overseas Staff Procedures | UMGC
1 lip 2022 · The formal salary structures, for both Exempt and Nonexempt positions, are developed under the umbrella of the University System of Maryland (USM). Each salary scale is reviewed biannually, on alternating years. Recommendations to adjust the scales are made in accordance with market movement.
Overview. UMGC has adopted a market-based pay program for its Exempt positions. The program covers executive, administrative, professional, outside sales and computer employees who are categorized as Exempt under the Federal Fair Labors Standards Act (FLSA). Additionally, the program covers overseas regular and contingent III staff.
A contingent II employee can be exempt (salaried) or nonexempt (hourly) and is employed under contract for a term of up to 12 months. These contracts may be renewed on an annual basis.
Nonexempt Salary Structure. The nonexempt salary structure is based on market studies. These are non-leap year biweekly and hourly rates. Effective the first full pay period following January 1, 2022, the minimum hourly rate will be $15.00.
27 cze 2024 · 101. Interviews. 312. Benefits. 2. Photos. 218. Diversity. University of Maryland Global Campus Salaries. How much do University of Maryland Global Campus employees make? Glassdoor has salaries, wages, tips, bonuses, and hourly pay based upon employee reports and estimates. Education. 394 Salaries submitted. Academic Advisor 57 salaries.
21 kwi 2017 · As established in the USM Nonexempt Pay Program, under this policy, University of Maryland Global Campus (UMGC) employees may be eligible to receive salary increases for the following reasons: Cost of Living Adjustments (COLA); salary increases based on performance (Merit Pay); salary structure adjustments; completion of certain probationary ...
