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Compensation Toolbox

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The following additional Compensation Resources are available below. To learn more, click the links. You will need to be logged on to the Intranet to access some of the links.

HR Compensation Policies & Procedures

Personnel Action Formthe Personnel Action Form is generated by a department to notify HR, Financial Services & Adminstration of all changes to an employee's record. The department obtains the authorizations for the PA to be processed.

Other Compensation Forms

Union Contracts - All of the Union Contracts for employees in unions at UMass Chan are available on the Labor Relations website. For more information, click here.

Job Code Listing - UMass Chan positions are assigned a job code, title, pay grade & union code.

Merit Guidelines - During merit planning, managers should review the NonUnit Merit Guidelines and/or SHARE Merit Guidelines. To learn more, click here.

Performance Appraisal - Annually, employees will receive a formal performance review. New hires and transfers receive a probationary review. When documenting performance, make sure you are using the appropriate form and rating scales.

Salary Ranges - UMass Chan positions are assigned a pay grade corresponding to a salary range. The salary range charts are available on the Compensation website. To learn more, click here.

State and Federal Regulations - To learn more about the state and federal regulations that affect Compensation, click the links below.

  • Fair Labor Standards Act (FLSA) - Governs minimum wages, overtime pay, equal pay for both sexes, child labor and record keeping requirements. For more information, contact the U.S. Department of Labor.
  • Equal Pay Act - An amendment to the FLSA that prohibits gender-related pay differentials on jobs that are substantially equal in terms of skill, effort, responsibility and working conditions, and that are performed in the same location. Exceptions occur when such differentials are the result of bona fide seniority, merit- or production-based pay systems, or any other job-related factor other than gender. For more information, contact the Equal Employment Opportunity Commission (EEOC).
  • Title VII of the Civil Rights Act (Equal Employment Opportunity Act) & Civil Rights Act of 1991 - Prohibits discrimination based on race, color, religion, sex, pregnancy or national origin. It is unlawful for employers to segregate or classify employees based on the above so that they are adversely impacted. For more information, contact the Equal Employment Opportunity Commission (EEOC).
  • Age Discrimination in Employment Act (ADEA) - Prohibits job discrimination in hiring, firing or conditions of employment against individuals aged 40 or older. For more information, contact the Equal Employment Opportunity Commission (EEOC).
  • American with Disabilities Act (ADA) - Prohibits discrimination against individuals with disabilities. Under the law, employers may not refuse to hire or promote a person because of a disability, and employers are required to make "reasonable accommodations" to allow people with disabilities to perform essential functions. For more information, contact the U.S. Department of Labor and/or the Equal Employment Opportunity Commission (EEOC).
  • Internal Revenue Code - Defines deductibility and tax treatment of compensation for all employees and all employers. For more information, contact the Internal Revenue Service.
  • State Laws - Affect minimum wage, hours, overtime pay, discrimination and taxes for various employers. These laws vary by state, so contact the appropriate state department.