Contents of this Section:
supervisor is responsible for preparing a formal written job
description for each position. All job descriptions are subject to
review by the Office of Human Resources and final approval by the
division Vice President/Dean.
jobs, as defined by approved job descriptions, are evaluated on the
basis of skill, effort and responsibility. The Office of Human Resources
will conduct evaluations and make recommendations to the Vice
a significant change in duties occurs, a job re-evaluation may result.
Requests for job re-classification are approved by the Vice
President/Dean and sent to the Assistant Director for Benefits,
Compensation, and Risk. If significant change is determined to have
occurred, a new job description will be submitted by the supervisor and
reviewed by the Office of Human Resources. If warranted, a new salary
range will be assigned for the position. If a higher salary is
recommended for the incumbent, a salary adjustment may be made when
funding is available.
competitive wage and salary ranges will be developed by the Office of
Human Resources using salary data obtained from the College and
University Personnel Association and other relevant salary databases.
Salary ranges will be established consistent with respective job
evaluation levels at 80 percent to 120 percent of the salary of
positions with similar responsibility levels in comparator universities.
rates of pay are recommended by the supervisor, in consultation with
the Office of Human Resources, and are subject to the approval of the
division Vice President/Dean, and the President.
on the results of an annual review of performance, and subject to the
approval of the division Vice President/Dean, the supervisor will make a
recommendation for a merit increase. Merit increases are based on the
individual's performance as measured by achievement of goals and
Wage and salary administration guidelines will be prepared annually
and will be based on the budgeted merit pool of money.
individual serving in an "acting" capacity on a temporary basis will
generally be compensated with an additional compensation with approval
of the division Vice President/Dean and Assistant Director of Human
Resources, for Compensation, Benefits, and Risk during the period he/she
is assuming these additional duties.
may elect to have pay check deductions for many purposes, including but
not limited to credit union savings, insurance contributions,
retirement annuity contributions, University contributions, and
University sponsored donations to such organizations as the United Way
The University may also deduct amounts for legally imposed tax levies
and garnishments made against your salary. If you have any questions
about garnishments and levies, contact the Office of Human Resources.
The dollar amount and type of any paycheck deduction will be listed on
the paycheck stub.
the University receives a garnishment for the collection of an
administrator's debt, the University will withhold the appropriate
amount prescribed by law until the debt is paid in full. Administrators
should make every effort not to involve the University in their personal
are paid in two different pay cycles; monthly and semi-monthly (twice a
Those receiving monthly checks receive them on the 26th of the month
(or on the preceding Friday or following Monday if the payday falls on a
Saturday or Sunday).
Semi-monthly checks are distributed on the 1st and 15th of each
month (or on the preceding Friday or following Monday if the payday
falls on a Saturday or Sunday). The University strongly encourages
administrators to take advantage of its direct deposit service. It
ensures convenience and security of funds. Direct deposit authorization
forms may be obtained from the Office of Human Resources. Please notify
your supervisor immediately if you do not receive your paycheck or
direct deposit statement on payday.
Federal and State income taxes, Social Security Tax (FICA and
Medicare) and deductions for various benefit options will be itemized on
your paycheck stub. Vacation and sick leave hours accumulated, as
recorded in the Payroll system, will also be shown.
University of San Francisco is required to withhold tax and to report
taxable income according to the requirements of federal, state and local
government agencies and the Social Security Administration. All
administrators are required to complete the appropriate tax information
forms prior to being placed in the payroll system. Revised tax forms are
required whenever the administrator's tax status, geographical location
of employment, or number of allowable exemptions changes. Forms are
available in the Office of Human Resources.
Current and year-to-date tax totals are shown on each pay stub.
Calendar year totals are provided on Form W-2 in January of the
subsequent year. Contact the Office of Human Resources for additional
hours and schedules vary throughout the University depending upon the
services provided. As part of orientation, administrators and
supervisors should discuss the normal work schedule requirements.
Supervisors are responsible for establishing and informing
administrators of specific work schedules, including start times, lunch
schedules, and normal ending times. When the work schedule must be
changed, supervisors will give as much advance notice as possible so
administrators can make personal arrangements to meet the new scheduling
requirements. The operating requirements of the department are the
primary consideration in establishing work schedules. However,
supervisors will consider the personal requirements of the administrator
as well in making such decisions.
Most University administrators are covered by the State
Employment Security Law. Under the provisions of this law,
administrators of the University who become totally or partially
unemployed, and who meet the eligibility requirements as set forth in
the law, may receive unemployment compensation. Please contact the
nearest Employment Development Department Office for more information.
purpose of sick leave is to protect administrators against loss of
income because of illness.
Full-time and part-time administrators who are scheduled to work at
least 20 hours per week on a regular basis are eligible to accrue sick
leave. Only accrued time can be used and must be approved by the
supervisor. Full-time administrators accrue 12 sick days annually. The
maximum accrual is 75 days for full-time administrators.
Sick leaves normally require no verification; however,
appropriate documentation may be requested by the supervisor, depending
on the circumstances or absenteeism history. On an annual basis, up to
72 hours of sick leave may be used to care for an eligible family member
who is ill. The University prefers that all administrators schedule
medical appointments outside normal working hours; however, if it is
impossible to do so, sick time may be used for medical appointments if
approved in advance by the supervisor. Upon termination, unused sick
leave cannot be used as necessary notice for resignation. Unused sick
leave is not paid upon separation. Sick leave balances will appear on
your paycheck stub.
University of San Francisco provides you with paid vacation earned as
|0 - 3 years
||12 days per year
|4 - 7 years
||15 days per year
|8 - 9 years
||20 days per year
|10 - 14 years
||22 days per year
||25 days per year
The maximum number of vacation days which may
be accrued is 1.5 times the administrator's annual vacation rate.
Administrators who terminate employment or change to a job class that is not eligible to accrue vacation, will receive a payout for all unused, accrued vacation hours, in accordance with state law.
University recognizes the following holidays each year:
- New Year's Day
- Martin Luther King's Birthday
- President's Day
- Good Friday
- Memorial Day
- Independence Day
- Labor Day
- Thanksgiving Day
- Day After Thanksgiving Day
- Christmas Day
- New Year's Eve
Full-time and eligible part-time administrators
who are regularly scheduled to work on the day on which the published
holiday falls, and are employed at least one day prior to the holiday,
are eligible for holiday pay for the number of hours they would have
normally worked on that day.
Some departments are open during University holidays. In the event an
administrator is scheduled to work on a published holiday, they will be
provided another day off within the fiscal year.
The University employs administrators from various religious
backgrounds. While operating requirements of the departments must be
met, reasonable accommodations in arranging work schedules to permit
administrators to meet commitments of all faiths will be extended, or
time off may be charged to vacation.
Employees covered by a collective bargaining agreement (CBA) should refer to their agreement for Holiday information.
Family and Medical Leave
The University of San Francisco, in accordance with
federal and state laws, offers eligible staff members up to twelve weeks
of leave in a 12-month period for the birth, adoption or foster care of
a child, the serious health condition of the employee's child, parent
or spouse and the employee's own serious health condition.
Administrators who need leave to care for a sick family member, or
because of their own illness, may take the leave intermittently if
medically necessary. The timing of such a leave should be discussed with
the supervisor and with the Office of Human Resources to continue
benefits. The administrator's healthcare and dental benefits are
continued during the Family and Medical Leave while the administrator is
on paid status with the University. For more information, please see
the University's Family and Medical Leave Policy.
California Pregnancy Disability
The University of San Francisco follows all mandated state and federal laws for leaves of absence. Other state and federal entitlements may run concurrently with California Pregnancy Disability Leave. CPDL eligibility requirement: Employee is eligible for CPDL starting the first day of employment with USF. Under CPDL, a pregnant woman is entitled to up to four (4) months (17 1/3 weeks) of job and benefits protection depending on her actual period of disability. An employee should coordinate the leave with her supervisor/manager and contact the Leave of Absence Manager to discuss and request eligibility and paperwork requirements. CPDL may be taken on an intermittent, reduced hour or continuous basis as certified by the Healthcare provider.
the event of a death in an administrator's immediate family (spouse,
LDA, children, parents, sisters, brothers, legal guardians,
mother-in-law, father-in-law, grandparent, grandchildren or any other
relative living in the family household), arrangements may be made with
the administrator's supervisor for a bereavement leave of up to three
days with pay. Administrators required to travel out of state to attend
the funeral may be granted two additional days off with pay. The
bereavement leave will be based on the regularly scheduled hours worked
per pay period. An administrator may take additional vacation time or an
unpaid leave of absence if necessary and approved by the immediate
Jury Duty includes actual jury duty service and all hours spent in
preliminary examination and interviews required prior to such service.
Jury duty pay is for regular full-time employees, including those in
their probationary period.
An employee will receive his/her regular rate of pay for the first
ten workdays while on jury duty each time the employee is called for
jury service. Leave without pay or accrued vacation time may be
requested for jury duty service beyond ten workdays. When asked by the
court as to how many days the University will pay for jury duty,
employees should state that the University policy allows payment for 10
Jury duty pay (less mileage) provided by the courts must be remitted
to the Payroll Office by the employee as an offset against regular
earnings for the days of paid jury service. A copy of the summons must
be attached to the check received from the court. Contact the Assistant
Director of Human Resources for Payroll Services for further
information. Additionally, time in jury service should be noted on
On any day when an employee on jury duty status is not required to
report to the court, the employee is required to report to his/her
Leaves of Absence
unpaid leave of absence may be granted in the event of physical or
mental disability, pregnancy, adoption, education, or other extenuating
circumstances. Leaves of absence should be requested in writing to the
supervisor. Vacation accruals and sick leave, if appropriate, must be
exhausted before an administrator applies for a leave of absence without
pay. If the leave extends beyond the vacation and sick leave accruals, a
leave of absence without pay may be requested.
Benefit coverage remains intact for administrators on full-time
vacation or sick leave. Administrators on a leave of absence without pay
must contact the Benefits Specialist to continue their benefits (paid
by the administrator).
There are two types of leave of absence: short-term leave of
absence and long-term leave of absence.
- Short-Term Leave of Absence is a leave of absence for 30 calendar
days or less and must be approved in writing by the administrator's
department head. A PAF form signed by the supervisor must be submitted
to the Office of Human Resources.
- Long-Term Leave of Absence is for more than 30 days and must be
approved in writing on the administrator's PAF form by the supervisor,
department head, and appropriate Vice President/Dean.
- Under certain circumstances, it may be necessary for the University
to grant a leave of absence without a written request from the
administrator. This may be done with appropriate justification and prior
approval from the appropriate Vice President/Dean.
- An administrator who is granted a long-term leave of absence
without pay may or may not be reinstated in the former position, subject
to the availability of that position. If reinstatement is not possible,
the person may apply for other positions for which he/she may be
- If the leave of absence was for medical reasons, a physician's
verification of illness, disability, and ability to return to full duty
is required when the administrator departs or returns to work.
accordance with the Veterans Reemployment Rights Act and state law, the
University of San Francisco honors and respects the rights and
obligations of its administrators to serve in the Armed Forces of the
United States, and will allow excused time off for administrators to
serve in that capacity.
An administrator who enters the Armed Services or attends extended
training as part of a Reserve or National Guard obligation may be paid
for any accrued vacation time during the administrator's service time.
Reservists: Two weeks per year for training for reservists
are allowed. Differential pay may be paid for up to two weeks of annual
reserve active duty. Differential pay is the difference between the
administrators' basic salary and the total base pay from their military
unit. As an option, an administrator may charge time for active duty
training to accrued vacation and thereby retain their full military pay.
An administrator cannot take differential pay and vacation pay.
Active Duty: Administrators who enter into active duty are
entitled to return to their previously held position following
discharge or release from active duty, with no loss of seniority,
status, or pay (subject to the exceptions and qualifications set forth
in the law). Administrators who enter the Military Reserve components or
National Guard for initial training of not less than twelve (12)
consecutive weeks or who are called into active duty service, will be
granted a leave of absence and will be entitled to reinstatement to
their positions with no loss of seniority, status, or pay. Subject to
the exceptions and qualifications set forth in the law, administrators
who are members of a Military Reserve component or the National Guard
shall be excused from work (if scheduled) to perform weekend duty.
Administrators who follow the above procedure will accumulate
seniority for the period of service in the Armed Forces and retain
previously accumulated benefits, subject to the rules and regulations of
those plans. During any period of paid leave, the University will
continue normal contributions toward the cost of benefits. When military
leave is unpaid, the cost will be paid by the individual. In addition,
the individual will be eligible for any general increases in pay or any
approved benefits that occurred during his/her absence.
Supplemental military pay for Reserve or National Guard active
duty or training will be paid by the University for up to two (2) weeks
in a twelve (12) month period.