FLSA changes – The Fair Labor Standards Act (FLSA) establishes federal minimum wage, overtime pay, and recordkeeping laws. It assigns each employee an exemption status, non-exempt or exempt, based on job duties performed under each position title. A small number of current employees will have their exemption status change due to TTC.

Employee classification, University Staff and Academic Staff, is separate from FLSA. While employees will be required to change FLSA exemption status, employees will not be forced to change employee classification. Some employees will have the option to change employee classification if they so choose.

In the coming months, our office will work directly with employees who are affected by this change. We will provide more detailed information about the impact of this change and offer support to the employee and their supervisor, answering any questions or concerns either may have. We plan to offer informational sessions and supplemental documents to ensure a smooth transition this fall.

University Staff Moving from Non-exempt to Exempt FLSA Side by Side Guide

University Staff Moving from Exempt to Non-exempt FLSA Side by Side Guide

TTC Employee Choice for University Staff

Academic & Limited Staff Moving from Exempt to Non-exempt FLSA Side by Side Guide

Academic & Limited Staff Moving from Non-exempt to Exempt FLSA Side by Side Guide

Business title request –  The process to request a business title will be available after TTC is implemented. Updates about the business title request process will be shared at HR connections, as well as a separate training session and the creation of training guides for our website. We will be using the BP Logix system for this request, and we will also be putting together parameters for when a business title needs to be formally requested through our office.

Appeals – This fall, employees will have an opportunity to file a formal appeal of their new official TTC title after TTC is implemented. This process is still being developed and details will be shared with campus as soon as possible.

• You will not lose your job. You will not have to re-apply for your job.
• The work you do will not change.
• Your pay will not be cut.
• You will not receive a raise. Any increases in pay are out of scope of the project and will need to be funded and planned over time by leadership.
• Your current benefits package will remain the same. Based on the Mercer benefits analysis and stakeholder input, the project team will recommend a benefits strategy to enhance UW benefits offerings and help keep UW competitive within the market.
• Changes to current benefits offerings are out of scope of this project and subject to Board of Regents and legislature reviews and approvals.

• The current job titling structure is being updated and modernized. A job framework is the overall organization of jobs used for administering compensation and managing career progression. The new job framework contains job families, job sub-families, and career paths. Each career path contains career levels that represent requirements reflecting incremental differences in skill, knowledge and responsibilities.
• As a result of this project, job titles will be market informed and will accurately capture the work currently being done at across the UW System. In the instances where current job titles do not accurately capture the work that is being done in the role or does not match job titles used for similar work in the market (private and public organizations), new titles have been created.
• Once the job title structure is finalized, fixed compensation or salary ranges will be updated to reflect the market data.

Phase 1 – Design Study Strategy

• Review data
• Develop project plan
• Stakeholder interviews & focus groups
• Compensation philosophy guiding principles
• Preliminary communication and change management strategy

Phase 2 – Assess Positions and Develop New Job Title Structure

• Job titling framework
• Map positions to the titling framework
• Create/update job descriptions
• Stakeholder briefings

Phase 3 – Create Compensation Structure

• Analysis of compensation
• Salary structure
• Preliminary cost analysis
• Salary administration guideline
• Stakeholder briefings

Phase 4 – Review Benefits/Work-life and Leave Structures

• Analysis of benefits and work-life and leave structures
• Gap analysis and recommend solutions

Phase 5 – Implement New Structures

• Presentation to stakeholders
• Finalize program based on stakeholder feedback
• Finalize communication and change strategy
• Deliver targeted communications
• Training for ongoing program administration 

*The Title and Total Compensation Project will not impact Faculty for Phases 2 (Titling) and 3 (Compensation) 

Project Team
Shawna Kuether (Chair)
Shannon Lemke
Jenna Roovers
Kristen Leonard
Maggie Boone
Katelyn Fenner
Jodi Anthony
Holly Shea
Zack Sowieja
Doug Salmon
Chris Gantner
Julia Hodgen
Evelyn Meuret
Heidi Frey
Liz Bannenberg
Lee McCann

University Staff Membership

Academic Staff Membership

Faculty Membership