Effective Date: August 30, 2019
Last Reviewed: August 30, 2019


Stonehill College is committed to attracting and retaining highly skilled, productive, and talented employees. The wage & salary program is intended to ensure that all employees are paid market-competitive salaries giving due consideration to the financial resources of the College and maintenance of internal equity.

Objectives of the program include:

• Recruit and retain highly skilled, productive, and talented employees

• Establish and maintain internal equity within similar position classifications across all divisions.

• Maintain a market-competitive program within the financial resources of the College.

• Conduct an annual internal review of benchmark salary data.

• Ensure that employees are kept informed about the wage & salary program.

• Upon request by a divisional vice president, consider reclassifications and salary adjustments.

• Comply with all state and federal laws.

Program Components:

• FLSA Category. The Human Resources Department will determine whether a position is exempt or nonexempt by applying the provisions of the Fair Labor Standards Act (FLSA). • Position Classifications. Generally, positions at the College fall under these general classifications: Staff, Faculty, or Bargaining Unit.

• Salary bands. The College has a broad band salary program. Positions that fall into classifications, other than faculty or bargaining unit, fall within the salary bands. A broad band system is a flexible system and various factors must be taken into consideration when making salary decisions, such as market data, internal equity and skill set. Therefore, it is imperative that supervisors partner with Human Resources to determine salaries.

• Stipends. A stipend is payment in addition to an employee’s base salary which may be for additional duties or a temporary assignment.

• Reclassifications. Occasionally a position may need to be moved to another salary band because of increased responsibilities. Annually, the Human Resources Department will consider such reclassifications.

Salary adjustments for positions other than faculty members and employees working less that 12-months are normally effective July 1 of each year, with due consideration to financial resources of the College. An employee’s date of hire must be prior to April 1 for each year to be eligible for the annual salary adjustment, if approved. Salary adjustments for faculty members and employees who work less than a 12-month schedule are effective with the start of the academic year.

Federal law prohibits hourly paid employees from banking hours to use at a later date. However, the College will allow hourly employees, with approval of their supervisor, to have some flexibility within a work week; for example, if someone needs to work through lunch on Monday to leave an hour early on Wednesday of the same week, that is acceptable.

For salaried employees the federal law does not allow compensatory time because it is the expectation that you work the number of hours necessary to complete job duties.