Frequently Asked Questions - Fair Wage Fair Work

Will my affected employee(s) be receiving a communication notifying them of this increase?

All supervisors/managers of non-student employee(s) affected by the UC Fair Wage/Fair Work plan will receive an email with an attached letter for their employee(s). The supervisor/manager should review the letter and discuss the increase with their direct report(s).

Will the implementation of the UC Fair Wage/Fair Work plan be a mass update in HCM?

No, because the UC Fair Wage/Fair Work plan does not affect over a 200 employee population, the increased hourly rates will be a manual process that Central HR will coordinate with CSS HCM Data team to update in the system.

When will the new plan take effect for UC employees?

The plan will take effect beginning October, and minimum hourly pay will increase in phases as follows:

  • at least $13/hour beginning October 1, 2015
  • at least $14/hour beginning October 1, 2016
  • at least $15/hour beginning October 1, 2017

What is the eligibility criteria used for the Fair Wage/Fair Work Minimum Wage Plan?

The relevant criteria used for the implementation of the Fair Wage/Fair Work minimum wage plan are:

  • Type of appointment; and
  • Percentage of appointment (50% or greater).

What appointment types are eligible?

Policy covered employees with a 50% or greater appointment in the following appointment types are eligible:

  • Career or partial year career
  • Contract
  • Limited
  • Floater
  • Per Diem

What appointments are NOT eligible for the Fair Wage/Fair Work Minimum Wage Plan?

The following are not eligible for the Fair Wage/Fair Work minimum wage:

  • Casual restricted appointments
  • Appointments that are less than 50%

What if an employee holds multiple appointments that add up to 50% or greater but none of appointments individually is 50% or greater?

Each appointment should be evaluated and viewed separately against the eligibility criteria – type of appointment and percentage of appointment. Appointments will not be added together to achieve the threshold of 50% or greater.

How is percentage of appointment determined?

Appointment percentage should be set and reviewed on an annual basis. The appointment percentage should be predictive of the hours that an employee will work on average. This means it will be important to set an accurate percentage even for variable appointments. It will make the difference as to whether an employee qualifies for the Fair Wage/Fair Work Minimum Wage.

Are employees who earn a salary or other flat payments eligible?

No, employees who are paid a salary or flat payment are not eligible for the plan.

Will there be a budget allocation from UCOP to cover the costs?

No, each campus is deploying their funding and implementation plans to meet the President’s schedule locally. This was discussed with the Chancellors as an agreed upon approach.

Will Fair Wage/Fair Work apply to current labor contracts?

No, the University has no plans to open existing labor contracts with regards to these issues. For employees covered by collective bargaining agreement; the University will provide notice to the applicable union and adjust pay to the Fair Wage/Fair Work Minimum Wage based on the eligibility criteria.

Can tips be included in determining hourly rate?

No, tips are not included in the calculation to determine hourly rates.