| Overall Rating | Gold - expired |
|---|---|
| Overall Score | 70.52 |
| Liaison | Ruairi O'Mahony |
| Submission Date | Aug. 10, 2016 |
| Executive Letter | Download |
University of Massachusetts Lowell
PA-11: Employee Compensation
| Status | Score | Responsible Party |
|---|---|---|
|
2.16 / 3.00 |
Kimberley
Casey Director of Compensation & Benefits Human Resources and Equal Opportunity and Outreach |
The local living wage (based on a family of four and expressed as an hourly wage):
Percentage of all employees (regular full-time, regular part-time, and temporary workers) that receive a living wage (benefits excluded):
Does the institution have employees of contractors that work on-site as part of regular and ongoing campus operations?:
Percentage of employees of contractors that work on-site as part of regular and ongoing campus operations that the institution has verified as receiving a living wage (benefits excluded) (0-100; enter ‘0’ if unknown):
The total compensation provided to the institution’s lowest paid regular (i.e., permanent) employee or pay grade meets or exceeds what percentage of the living wage?:
A brief description of the minimum total compensation provided to the institution’s lowest paid employee or pay grade, including any in-kind benefits included as part of the total compensation figure :
Benefited employees (both full-time and part-time) receive benefits available through the Commonwealth of Massachusetts and the Group Insurance Commission for their health, life and disability insurance. Retirement benefits are available through the State Employees Retirement System. There is also a choice of another retirement plan known as the Optional Retirement Program for all benefited employees (with the exception of those in the 3 classified unions –Teamsters, Maintenance & Trades and Clerical, as well as the Post Doctoral Research Associates).
In addition, benefited employees are eligible for paid time off benefits such as holidays, sick, vacation and personal days (with the exception of most faculty who are eligible only for sick time but do not work summers). Dental benefits are available through the union or by a non-union welfare trust.
Has the institution made a formal commitment to pay a living wage?:
A copy or brief description of the institution’s written policy stating its commitment to a living wage:
Has the institution made a formal commitment to provide a living wage to its student employees and/or graduate teaching/research assistants (e.g. by adopting a student bill-of-rights)?:
A brief description of the institution’s commitment to a student living wage:
The website URL where information about the programs or initiatives is available:
Additional documentation to support the submission:
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.