| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 63.61 |
| Liaison | Greg Kozak |
| Submission Date | March 3, 2017 |
| Executive Letter | Download |
Northwestern University
PA-9: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
1.49 / 3.00 |
Audrey
Steinbach sustainNU staff Facilities Management |
Number of employees:
Number of staff and faculty covered by sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements:
Does the institution have employees of contractors working on-site as part of regular and ongoing campus operations?:
Number of employees of contractors working on campus:
Number of employees of contractors covered by sustainable compensation standards, guidelines, or policies and/or collective bargaining agreements:
A brief description of the sustainable compensation standards, guidelines, or policies; and/or collective bargaining agreements covering staff, faculty and/or employees of contractors:
Northwestern Employees from the Staff Handbook:
Northwestern University is committed to establishing compensation programs that attract, retain, and engage talented staff in an environment that promotes fairness and competitiveness, and is in compliance with applicable federal and state laws and regulatory requirements.
Pay grades represent various levels of work in the University, that is, staff level, management level, or executive level. Jobs that have lower levels of responsibility are placed at lower pay grades. As jobs change in complexity, scope, responsibility, breadth, and depth, pay grades generally increase as well. Each pay grade has an associated pay range that represents the minimum and maximum wage rates/salaries for a job. Determining the specific point in the pay range at which a staff member is to be paid is dependent on several factors, including but not limited to the value of the job in the labor market, and the knowledge, skills, and abilities of the staff member. Pay rates should fall within the established pay ranges; at no time should a staff member’s pay rate be less than the minimum of the range.
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Employees of Contractors:
All Aramark employees at Northwestern are covered by a Collective Bargaining Agreement with Local 1 SEIU. The CBA sets pay rates and Aramark meets all union contract requirements. The employees receive healthcare benefits through Union Health as well as vacation based on years of service and holiday pay for certain widely-celebrated holidays.
Sodexo's union contract includes benefits for union employees and is part of a living wage program that includes free medical insurance, holiday pay and sick leave. Non-union employees and managers have the option to add insurance and 401K plans through Sodexo, as well as receive holiday pay and sick time.
Canon respects fundamental labor rights, including freedom of association and the right to collective bargaining.
At Canon Inc., such rights are clearly stated in the collective agreement concluded with the Canon Workers' Union as part of the measures to protect and respect the mutual rights of the company and its employees. The collective agreement states that collective bargaining between the company and the workers' union is to be conducted in an orderly and fair manner, with both parties working to quickly find peaceful solutions to problems.
Does the institution wish to pursue Part 2 of this credit (assessing employee compensation)?:
Number of staff and faculty that receive sustainable compensation:
Number of employees of contractors that receive sustainable compensation:
A brief description of the standard(s) against which compensation was assessed:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, full-time employees:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid regular, part-time employees:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular) staff:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid temporary (non-regular, adjunct or contingent) faculty:
A brief description of the compensation (wages and benefits) provided to the institution’s lowest paid student employees (graduate and/or undergraduate, as applicable):
The local legal minimum hourly wage for regular employees:
Does the institution have an on-site child care facility, partner with a local facility, and/or provide subsidies or financial support to help meet the child care needs of faculty and staff?:
Does the institution offer a socially responsible investment option for retirement plans?:
The website URL where information about the institution’s sustainable compensation policies and practices is available:
Data source(s) and notes about the submission:
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.