³ÉÈËAVÊÓƵ

³ÉÈËAVÊÓƵ’s Classification and Compensation is committed to a “total rewards” strategy that encompasses not only a competitive market-based approach to pay, but also affordable, quality benefits, meaningful work and opportunities for career growth and development for our exceptional faculty and staff.

Our compensation strategies shall be consistent with the following University compensation philosophy, recognizing the boundaries of fiscal responsibility, and embracing a pay-for performance approach:

1. Pay is to be equitable and fair.
2. Pay is to be competitive.
3. Pay is enhanced for excellence as determined by successful outcomes.
4. Pay is enhanced for the acquisition and application of competencies/contributions valued by the University.

The Classification & Compensation unit is responsible for the establishment of new positions and the review of existing ones. It also makes recommendations as needed and approves changes to compensation for all non-faculty employees, including, but not limited to: special pay increases, departmental promotions, certain hiring proposals, etc.

The U.S. Department of Labor (DOL) issued their final rule increasing the minimum salary threshold for exempt Administrative & Professional employees regarding overtime rules based on the federal Fair Labor Standards Act (FLSA).

• On July 1, 2024, the standard salary threshold will equal $844 per week ($43,888 per year).
• On January 1, 2025, the standard salary threshold will equal $1,128 per week ($58,656 per). 
• Thereafter, automatic updates will occur every three years.
• ³ÉÈËAVÊÓƵ web page for additional FLSA information www.unf.edu/hr/flsa.html.