The Staff Compensation System covers all professional, administrative, clerical, and technical
staff members. It does not include bargaining-unit employees, employees hired by contract, researchers,
executive officials, or senior administrative officers.
A market-based compensation system is used to classify positions.
The Staff Compensation System contains 13 position grades, numbered 10 through 22. Each grade has a minimum and a maximum pay amount, with three pay ranges between the minimum and maximum:
The current pay structure, with dollar amounts shown, can be found on the Human Resources Web site at www.wmich.edu/hr/compensation.
New employees should be hired at a pay rate between the pay grade minimum and the lower end of the pay grade's mid-range. Starting rates in the mid-range or upper third of the range must be reviewed by Human Resource Services prior to the Department making an offer to the applicant. Prior approval of the appropriate vice president is required for starting rates in the upper third of the range.
An employee's current rate of pay should not preclude them from consideration for transfer opportunities, including promotions, lateral moves, and demotions. Should an employee be promoted, laterally transferred, or demoted to a new position, the employee's pay rate will be adjusted as follows.
Please note that the hiring department must receive approval for any exceptions to the following guidelines prior to making an offer to the employee. The hiring department will prepare written justification for a proposed exception, and the appropriate vice president, in consultation with Human Resource Services, will approve or deny the exception. The written justification for all approved exceptions must accompany the authorizing form and will be placed in the employee's Human Resources file.
The following guidelines apply regardless of the number of grades the employee is promoted.
Generally, employees should not receive a pay adjustment when transferring to another position in the same pay grade. Departments may discuss with Human Resource Services possible exceptions based on unique job or employee qualifications, prior to making an offer to the employee.
Should an employee transfer to another position with a lower pay grade, the employee's pay rate should be governed by the new pay range. Departments should contact Human Resource Services to determine the appropriate pay prior to making an offer to the employee.
From time to time, all employees are expected to assume some of the duties of a vacant position. However, it is only when an employee is appointed to a vacant position in an "acting" or "interim" capacity that a base pay adjustment should occur.
Adjustments to base pay should only occur through the annual pay adjustment process, at the time of promotion, or when an employee's current position increases in grade.
Pay increases are never considered automatic. Each year, the University's President and Board of Trustees consider allocating funds for pay increases, taking many budget and economic factors into consideration. If pay increases are budgeted, raises are granted with the approval of each employee's supervisor, and employees with satisfactory performance will normally receive pay increases effective with the start of the fiscal year. Pay raises may be withheld for less than satisfactory performance.
Overtime pay is required whenever a non-exempt (hourly paid) employee works more than forty (40) hours in one week.
Overtime pay is paid at one-and-one-half (1-1/2) times the employee's regular hourly rate for the amount of time worked over
forty hours in one week.
Exempt (salaried) employees are not eligible for overtime pay (see "Employment Status").
The Payroll and Disbursements Department issues pay every other Tuesday. You may receive your pay via direct deposit or pay card (see Payroll Choices).
Your bi-weekly pay covers the two-week period ending nine days before payday. You may review a summary of each bi-weekly pay, which includes gross pay, deductions, net earnings, as well as sick and annual leave use and balances, via Self Service in GoWMU. For detailed instructions on accessing your bi-weekly pay summary, please visit Pay Stub on the Payroll and Disbursements website.
If you have a question about your pay, contact your supervisor. If further help is needed, contact Payroll and Disbursements.
You will receive your pay in one of two manners: direct deposit at a financial institution or via a payroll card. You may select the option you prefer via Self Service in GoWMU.
You may have your pay directly deposited at a financial institution. The direct deposit is normally received by the financial institution on the morning of each payday.
If you do not select direct deposit, you will receive your pay via a payroll card. For more information about payroll cards, please visit Payroll Choices on the Payroll and Disbursements website.
Payroll deduction is a method for automatically withholding money from your pay on a regular basis. The following deductions are available at WMU:
Employees may donate to the University through payroll deduction.
Employees may establish a Dependent Care Flexible Spending Account which allows them to pay for dependent child or elder care with before-tax dollars. Forms are available from Human Resources. (See "Dependent Care Flexible Spending Account.")
The University does not wish to be involved in the personal financial affairs of employees. However, WMU is required to honor legal garnishments, wage assignments, and levies. Western must withhold the required monies and submit them to the appropriate party, as prescribed by law.
Employees may enroll this plan, which allows them to have pre-tax dollars deducted from their pay and set aside to pay medical expenses not covered under their health care plan. (See "Medical Reimbursement Flexible Spending Account.")
U.S. and State income taxes are required deductions under federal law. Taxes are withheld from every payroll, based on the employee's income and number of exemptions claimed. If exemptions change for any reason, contact Payroll and Disbursements.
Payroll deduction covers employee premiums for most insurance programs. (See "Insurances.")
The Social Security Act requires that money be set aside for future retirement or disability benefits. The rate of deduction, set by the U.S. Congress, changes yearly. An equal amount is paid by the employee and by the University each pay period.
Tax deferred retirement savings is available to all employees. (See Tax-deferred Savings Plans.)
Western sponsors an annual drive for United Way. Employees may contribute through payroll deduction.