3341-5-32 Bonus Policy.
Applicability All University units- Administrative and
Classified Staff
Responsible Office of Human Resources
Unit
Policy Chief Human Resources Officer
Administrator
(A) Policy Statement and Purpose
Exemplary job performance that well exceeds the usual expectations for
the position should be encouraged, recognized and rewarded. The
university adopts this policy to govern the awarding of one-time, lump-
sum compensation that is outside of base salary or wages to reward
exemplary performance.
(B) Policy
(1) Eligibility
To be eligible for a bonus under this policy a recipient must:
(a) Be an active, full-time or permanent part-time employee
of the university.
(b) Not have received any disciplinary action for the
previous year.
(c) Completed the probationary period, if classified staff.
(2) Consideration for a bonus shall be based on factors that include,
but are not limited to:
(a) Exemplary work on a special project
(b) Achievement of significant departmental/project goals
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(c) Development of or assistance with implementation of
an idea or an initiative which improves a business
process, results in cost-savings, or supports a
university strategic goal
(d) Consistent exemplary performance in all areas, going
well above and beyond the normal expectations
(3) Bonus consideration shall not include consideration of the
following factors:
(a) Holidays, length of service, or work anniversaries
(b) Consistently meeting expectations of the full
performance standards as assigned by the position
(c) Situations to which the provisions of other rules and/or
collective bargaining agreements are applicable salary
increases
(d) Changes in duties or responsibilities that result from
transfer or reassigning responsibilities to another person
or unit
(e) Perfect attendance record
(4) Other considerations
(a) This bonus program shall not apply to employees who
are represented by a collective bargaining agreement; or
to employees whose employment contracts otherwise
provide for earning performance based bonuses or to
employees whose positions are funded, in whole or in
part, on external grant funds unless the grant agreement
allows for the use of grant funds for payment of bonuses.
(b) Bonuses are discretionary. This policy creates no
enforceable contract right.
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(c) Bonuses are dependent on the availability of funds as
determined by the unit administrator, Vice President and
university President.
(d) A bonus will be a one-time payment. Bonuses are not
added to base salary.
(e) Funding of bonuses will be the responsibility of the
employing unit or division.
(f) Funding exceptions for special projects may be
accepted and approved by the Divisional VP or
President.
(g) Bonuses will be processed through the university payroll
system. The applicable deductions and federal state tax
contributions will be taken.
(h) The minimum bonus that may be paid under this policy
is two hundred fifty dollars. The maximum bonus
amount that may be paid under this policy is two
thousand dollars.
(i) Bonus payments below the minimum amount or above
the maximum amount or under circumstances not
provided for by this policy shall require the prior written
approval of the university President.
(j) Bonus payments must comply with all state and
federal laws and regulations.
(k) This policy is subject to revocation or modification at
the Administration’s sole discretion.
(5) Procedure
Recommendation and approval for any bonus shall be made
solely at the discretion of the Departmental Manager/Director,
Vice President, Dean or President and shall not be subject to
appeal or further review.
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(a) The Department Manager/Director or VP shall
complete the Bonus Submission Form and submit the
information to the appropriate Dean/Director/VP for
review.
(b) The Divisional VP shall provide final approval, or not,
in consultation with the Chief Human Resources
Officer or the appropriate designee to ensure the request
meets the required criteria.
(c) Approved bonus payments will be processed in
December, through the Payroll Department.
Registered Date: December 14, 2015
