Compensation

BGSU supports a market-based salary structure.  This structure consists of grades with appropriate salary ranges with a defined minimum and maximum rate of pay.  BGSU intends to pay all staff within the existing salary grades.

In determining the appropriate grades for BGSU positions, HR takes into account external market pay, skills and competencies required to perform the work, complexity, and scope of responsibility.  This ensures compensation is appropriately calibrated to market.  Both internal equity and external competitiveness are considered and applied through a consistent methodology to make decisions across all positions.

The salary structure is reviewed regularly to determine if adjustment is needed.  Typically, any warranted adjustments are made at the time of any annual increase.  When appropriate, BGSU may market-price one or more positions on an ad-hoc basis.  This helps determine if external labor pressures warrant increasing the current grade assignments or individual pay levels.

Based on budget and other considerations, BGSU participates in local and national salary surveys on a regular, ongoing basis through third party reputable surveys.     

For Faculty compensation information, please refer to the current Collective Bargaining Agreement.                     

The Fair Labor Standards Act is a federal law that governs minimum wage, overtime pay, child labor and recordkeeping requirements.  Introduced by President Roosevelt in 1938, the FLSA is currently enforced and overseen by the Wage and Hour Division (WHD) of the United States Department of Labor.

For BGSU, the law helps to determine:

  • What positions are administrative and are exempt from overtime.  These are exemptions based on job duties.
  • And, which are classified and are eligible for federal calculated overtime rates and compensatory time.

Further, the act helps to define the work week, the hourly federal minimum wage, how to compute overtime pay, and equal pay among employees.  Failure to comply with the FLSA regulations carries substantial legal risk.

In addition, there are a number of related employment issues and practices that the FLSA does not regulate.  For example, the FLSA does not require:

  • vacation, holiday, severance, or sick pay;
  • meal or rest periods;
  • premium pay for weekends or holidays worked;
  • pay raises or fringe benefits; or
  • a discharge notice, reason for discharge, or immediate payment of final wages to terminated employees.

See the links below to see how the Fair Labor Standards Act affects BGSU, supervisors and employees.

Break time for Nursing Mothers

The United States Department of Labor Wage and Hour Division (WHD) has a provision for break time for nursing mothers in Section 7(r) of the Fair Labor Standards Act (FLSA) requires employers to provide reasonable break time for an employee to express breast milk for her nursing child for one year after the child's birth each time such employee has a need to express the milk.  Employers are also required to provide a place, other than a bathroom, that is shielded form view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk.  The break time requirement became effective when the Affordable Care Act was signed into law on March 23, 2010.

For additional information, please review the links below:

Fact Sheet:  Break time for nursing mothers under the FLSA

FAQs for Break time for nursing mothers