Compensation Services studies and recommends the pay levels assigned to UT Health positions based on the duties and responsibilities of those positions. The Payroll staff calculates and issues payroll checks based on hours worked.
The most common serious health conditions that qualify for FML are:
The range of pay rates, from minimum to maximum, established for a pay grade. Salary ranges are used to establish the range of pay for a specific job.
The job description page lists all classified position titles showing their respective salary ranges.
If you are an employee and you believe that your role’s essential functions have changed to an extent that they now differ from the essential functions of your role when you first entered the job, you should contact your immediate supervisor to discuss the changes to determine if a reclassification of your role should be considered. If you are a supervisor or manager, and you believe that a role you supervise should be considered for reclassification, you should compare the essential functions of the position, the primary duties of the position, how the job is characterized, the kind of decisions that are made by incumbents in this position, and the supervision exercised to determine that it may be time to review the position. If only the volume of work has changed, but the essential functions have not changed, a reclassification is usually not indicated. Reclassifications are based on the functions of the position changing, not the qualifications or performance of an incumbent, or based on the longevity of the incumbent.
A promotion is where an existing employee is selected as the most qualified candidate for an existing vacant position in a higher salary range. Once you have completed six months in your current position, you may apply for other positions at UT Health.
A merit increase is a performance-based salary increase granted to an employee whose performance and productivity is consistently above that normally expected and required. A merit increase should not be confused with a market or equity adjustment.
Job descriptions for Classified and Management A&P Positions are located within the Job Description page and selecting the title link will bring up the job description. If the description you are looking for is not posted, please contact Compensation Services.
The guideline for writing a job description is a tool to walk you through the process with key attributes that are needed to complete the description. If you need further assistance please contact Compensation Services.
Total compensation is the complete pay package for employees, including all forms of monetary compensation, benefits, and services that are provided to the employee for performance of work for the organization.
A reclassification occurs when a job title is changed to appropriately align the title with the actual duties of the position. A job description update is a review of position which has had minimal changes and no change in classification level is anticipated.
An individual’s salary is red-circled if it is at the maximum of the established pay range for the assigned salary range. The incumbent is not eligible for further base pay increases until the range maximum is increased.
A non-exempt job is subject to the overtime provisions of the Fair Labor Standards Act (FLSA) because of assigned duties and salary. Non-exempt employees will be paid at one-and-one half times the hourly rate for work performed in excess of 40 hours during the work week.
Yes. Overtime must always be authorized in advance by the supervisor. However, it still accrues as a liability when the employee works overtime and the supervisor knows or "should have known" that the work was performed and did nothing to stop it from occurring. Corrective action against the non-exempt employee who worked unauthorized overtime may be appropriate for failure to follow department procedure.
Equity adjustments are salary changes outside of the normal salary programs (promotions, reclassifications, merits, etc.) to remedy internal salary compression. Equity adjustments are not granted to reward performance. For specific information on use of equity adjustments please contact Compensation Services.
The Family Medical Leave Act of 1993 legislates that UTHealth must provide up to 12 weeks of leave in a 12 month period to all employees who have worked for the State of Texas for at least one year and for at least 1,250 hours during the 12-month period immediately preceding the leave.
Family Medical Leave (FML) may be granted for one of the following reasons:
Employees who are caring for a covered servicemember are entitled to take a combined total of 26 workweeks of leave during a 12-month period to care for the covered servicemember and for any other FML qualifying reason.
FML ensures an employee who qualifies for FML that his/her job is protected as long as he/she remains on FML even if the employee is in an unpaid leave status.
No. For example, if an employee is off under FML status for 8 weeks due to the birth of a child and six months after returning to work her parent becomes seriously ill, the employee may qualify to take up to 4 additional weeks off as FML covered leave (with or without paid leave) to care for the parent.
When an eligible employee requests leave for an FML qualifying reason or when the supervisor or designated administrator becomes aware that an eligible employee is taking leave for an FML qualifying reason.
When an eligible employee requests leave for an FML qualifying reason with an advance notice, the employee must provide at least 30 days notice. If the employee learns of the need for the leave with less than 30 days notice or a situation arises that is unexpected, the notice must be provided as soon as possible.
When a supervisor or designated administrator notices an employee has repeated absences for the same condition or when an employee brings to the supervisor or designated administrator's attention the need for extended leave, the supervisor or designated administrator should discuss FML with the employee, explaining what it covers, placing the employee on FML pending certification if the leave appears to meet the criteria, and asking the employee to obtain a certification from the appropriate party to determine if the employee qualifies for FML. The certification must include specific information and is due within 15 calendar days from the date the employee is placed on FML.
If the certification of health care provider meets the definition of a serious health condition or there is a qualifying exigency arising out of the active military duty or call to active military duty of the employee’s spouse, son, daughter, or parent, the FML status will stand. Any medical documentation or certification which a supervisor or designated administrator receives is confidential and must be maintained in an employee medical file separate from the employee's departmental personnel file.
An employee should contact his/her supervisor or designated administrator about the need for leave.
Ongoing communication between the employee and the supervisor or designated administrator is essential. The employee must comply with the conditions of the leave. He/she may be required to present a certification from the attending physician to qualify for FML and he/she may be required to present recertification from his/her health care provider at 30 day intervals. The employee must inform the supervisor or designated administrator if the need for FML changes while he/she is out and the employee may be required to provide periodic updates on the FML status.
The employee is required to exhaust all sick leave (if applicable), all vacation leave, all accrued compensatory time, and all accrued administrative leave while on FML. The employee will continue in an unpaid status as long as he/she qualifies for FML.
If the FML is for the employee, the employee must submit the certification of fitness for duty form to the supervisor or designated administrator.
Yes. If the employee requires a reduced work schedule or leave on an intermittent basis, the hours when the employee is not able to work will be counted as FML. In such cases, the employee is eligible for a maximum FML leave equivalent to his/her FTE times the number of hours he/she would work in 12 weeks. For example, a full-time employee is eligible for up to 480 hours of FML (1.0 FTE X 40 hours per week X 12 weeks) covered leave. An employee who is in a .80 position is eligible for up to 384 hours of FML (.80 FTE X 40 hours per week X 12 weeks) covered leave.
Benefit coverage will continue while the employee is on FML. If an employee is on unpaid FML the university will continue to pay its share of any medical/dental insurance premiums, and the employee is required to pay her/his share of the premiums. Payment for the premium must be made during the month in which it is due. Contact the Benefits Department for further information at 713-500-3935 or https://inside.uth.edu/finance/benefits/.
All medical certifications of serious health conditions, whether of the employee or an employee’s family member are considered confidential medical records. The Family Medical Leave Act requires that the records be kept separate from personnel files and be maintained in confidence. Access should be limited to those with a strict need to know. In addition, the employee’s own medical records are subject to Americans with Disabilities Act (ADA) restrictions.
The Handbook of Operating Procedures gives the UTHealth policy regarding FML. Also, employee relations advisors https://www.uth.edu/hr/department/employee-relations/ are available for information regarding specific cases and questions.
A committee selects the holidays and Executive Council approves the annual holiday calendars. The committee is representative of UTHealth units and various campus committees. There are nine national holidays and eight state holidays which state employees are allowed to take. Each component can choose which holidays to celebrate provided they fall on a Monday through Friday. State employees are not entitled to a holiday if it falls on a weekend, hence the variability in the number of holidays from year to year. The model used to develop the calendar is to count the total number of holidays that fall on a Monday through Friday and subtract the CORE holidays for UTHealth. The committee then determines the remaining holidays, which vary up to six days.
In 1993 Executive Council approved the following nine core holidays to be observed each year:
UTHealth is closed for official business on national holidays. Skeleton holidays require that the University “have on hand enough personnel to carry on…public business.” During skeleton holidays each unit and department head must ensure the capability of that unit to respond to inquiries from the public. Department heads must consider whether or not the department must be available to respond to patient needs, student needs, public information queries, fiscal accountability, environmental health and safety, facilities operations, etc. For further information about skeleton holidays, refer to HOOP 27 Holidays.
Some departments are designated as critical services and are required to be open on these holidays. An employee “may” work on a skeleton holiday if he or she has the permission of the department head. This may be in lieu of or in addition to other “critical” staff. Employees in these departments who work skeleton holidays have 12 months to use this holiday time. Any time off must be scheduled and approved by the employee’s supervisor.
The UTHealth Holiday Calendar can be here.