University of Vermont

Human Resource Services  –  Trusted Partner…Smart Solutions.

Banner Navigation
    Loading
Compliance

Compliance

Human Resource Services staff play a role in ensuring compliance with laws such as the Fair Labor Standards Act, the Equal Pay Act, the Civil Rights Act, the Americans With Disabilities Act and the Higher Education Act and in providing technical, procedural, and informational support to the University community.

The Fair Labor Standards Act requires that employees in positions covered by the Act (non-exempt) be paid at the premium rate of time and one half of the hours worked in excess of 40 per week. Human Resource Services staff determine exempt and non-exempt status as part of the classification process for approximately 150 positions annually.

Under the Equal Pay Act the University is required to maintain a salary structure that ensures that sex is not a factor in wage determination. Human Resource Services staff help supervisors establish salaries based on legally defensible criteria such as the duties and responsibilities assigned and the level of education and experience required.  Salary decisions are supported by local and national surveys that we conduct and participate in on a regular basis.

Title VII of the Civil Rights Act prohibits discrimination in hiring, promotion, and pay among other aspects of employment, on the basis of race, color, religion, sex, or national origin. In preparing over 400 job postings annually, Human Resource Services staff ensure that the minimum qualifications posted are non-discriminatory. In reviewing approximately 200 staff positions annually, Human Resource Services staff work with supervisors to update legally defensible position descriptions; to determine titles, pay bands, exempt and non-exempt status, and Equal Employment Opportunity (EEO) codes; and set equitable promotional salaries.

Although not specifically required by the Americans With Disabilities Act, the Equal Employment Opportunity Commission recommends that every job have a carefully prepared job description that (1) distinguishes between essential and marginal job functions and (2) reflects consistent job-related qualifications. Human Resource Services staff edit comprehensive and defensible job descriptions as each position is classified, reviewed, or posted.

Section 487 (a)(20) of the Higher Education Act prohibits the University from providing incentive compensation to employees or third party entities for their success in securing student enrollments or the awarding of Title IV HEA program funds. 

Last modified August 18 2014 09:53 AM