Human Resources Monthly Salary

[Dot Liljenquist]

Allcivil service employees, academic hourly, extra help, graduate hourly and undergraduate student employees are paid on a biweekly basis. There are 26 biweekly pay periods and pay dates in a calendar year. Bi-weekly pay periods start on Sunday and run through Saturday of the following week, with pay dates every other Wednesday. The pay for each biweekly pay period occurs approximately 10 days after the pay period end date.

All faculty, post-doctoral research associates and academic professionals are paid on a monthly basis. Additionally, academic employees who are appointed on a 9 or 10 month service basis receive their 9(10) month salary over the course of 12 months. Monthly pay periods start on the 16th of the month and run through the 15th of the following month. Pay for each monthly pay period occurs on the 16th of the month for the preceding pay period. If the 16th of the month falls on a weekend or holiday, the pay date is the last work day prior.

Academic employees (other than graduate assistants) appointed for the academic year service basis (9 months of service, 8/16-5/15) must be paid over a 12-month period for the 9-month service period unless granted an exception. Faculty or staff appointed for the academic year may request an exception in order to be paid over a 9-month period if they are retiring and the retirement is processed prior to the start of the final appointment year, or if they have a late start in the initial appointment year and payment over a 12-month period would create an economic hardship. These exceptions must be approved by IHR. Additional monthly compensation for the summer session is at the rate of one-ninth of the full-time rate paid during the previous academic year (summer salary does not apply if employee is providing 12 months of service or if new hire is providing summer service prior to the beginning of initial academic year).

Academic Professionals are usually paid over a 12-month period for 12 months of service, less vacation, which accrues at 2 days per payroll month for 100% FTE employees. Graduate employee are paid over a 9-month period for 9 months of service but can be appointed for a single semester.

At the University of Illinois Urbana-Champaign, the Open Range and Special Group Ranges are components of the compensation structure for staff employees. The Open Range system provides flexibility by allowing for individualized salary ranges based on factors like qualifications and performance, rather than tying positions to specific salary grades.

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Vietnam increased the minimum wage by 6 percent starting in July 2024. This adjustment represents a compromise between the 6.48 to 7.3 percent requested by the Vietnam General Confederation of Labor and the 4.5 to 5 percent suggested by the Vietnam Chamber of Commerce and Industry. The hike came after a two-year hiatus in minimum wage adjustments despite rising inflation rates, which may necessitate further increases shortly.

The first type is the common minimum wage of VND 2,340,000 (US$93) which is used to calculate salaries for employees in state-owned organizations and enterprises, as well as to calculate the social contribution for all enterprises (i.e., the maximum social contribution is 20 times the common minimum wage).

Did You Know? For Vietnamese employees who work in foreign companies in Vietnam, compensation is determined through negotiations between the two parties. However, the compensation should be no lower than the minimum monthly salary rates as stipulated by the government.

The wage increase applies to employees who work under labor contracts under the labor code, including businesses, organizations, cooperatives, households, and individuals who hire employees on labor contracts.

All contracts must use the minimum wage rates as the lowest amount of compensation for any commercial arrangement between an employer and an employee. Companies should ensure that the correct wage rate is applied, especially in certain special circumstances, including:

Further, Vietnamese employees must receive compensation in Vietnamese Dong, even if they work for foreign companies. Foreign employers can only base salary rates in either Vietnamese Dong or foreign currencies for foreign employees, but salaries that are based in foreign currencies must be converted into Vietnamese Dong for compulsory social insurance, personal income tax, and trade union pay. The exchange rate is based on the Vietnamese governments' foreign exchange.

Employee consent must be obtained if the employer plans overtime work regarding the terms, locations, and overtime work. Employees who work extra hours are also paid for those extra hours based on their current hourly wages, as outlined above.

In cases where an employee works overtime hours at night, they are paid extra according to the applicable regulations. Further, employees who are given time off in compensation for working extra hours should be paid the difference between their wages during normal working hours and overtime work. Finally, employees who work night shifts should be paid at least 30 percent higher than normal.

If a company triggers overtime, they will be obligated to compensate employees beyond the wages that are outlined in their contract. This is applicable to all employees regardless of the wages that are offered. The following are the percentages in excess of the standard that are to be applied in the event that certain work-related thresholds are crossed.

There are limitations on the number of overtime hours an employee is allowed to work. As per the labor code, overtime hours cannot exceed 40 hours per month. The code also supplements cases where employers are permitted to organize overtime work for up to 300 hours per year; these include manufacturing and exporting electrical and electronic products as well as work requiring high technical qualifications.

If the employer and employee agree on an overtime deal, employers are permitted to assign their employees to work overtime for over 200 hours but not exceeding 300 hours per year, except in the following cases:

In cases where an employee works extra hours at night, they are paid extra in accordance with the applicable regulations. Further, employees who are given time off in compensation for working extra hours will need to be paid the difference between their wages during normal working hours and overtime work. Finally, employees who work night shifts should be paid at least 30 percent higher than normal.

Bonuses are given to employees based on company earnings and performance and as a way of boosting company morale and productivity. There are various kinds of bonuses that a company may grant its employees throughout the year.

Employees may also be given smaller bonuses for public holidays or other special days (e.g., International Labor Day or National Day). Senior management and other valued employees may be given bonuses during these days as well, including in the form of share certificates with a vesting period, for which the corresponding stock can be sold only after the employee has worked for the company for a certain amount of time.

Foreigners who work in Vietnam are also exempted from PIT on various benefits such as relocation allowances for moving into the country, airfare to their home country, and education fees for their children.

All educators working in a certified position are required to be paid from the legislated salary schedule. This schedule is approved annually by the general assembly and sets pay based on the educator's years of experience and education level as indicated on their North Carolina license issued through the Department of Public Instruction.

The state sets minimums and maximums for non-certified positions, but schedules are managed at the local level. Non-certified staff are placed on the schedule based on the relevant work history they have included on their application at the time of initial hire. Non-certified staff receive pay increases when:

Union County Public Schools makes a flexible benefits plan available to all full-time employees. A flexible benefits plan allows employees to pay for qualified benefits with pre-tax dollars. This provides a savings to the employee. Benefits included under this plan are uncovered medical bills, day care expenses, dental, disability, and various other supplemental products. Ameriflex administers our flexible benefits plan.

Union County Public Schools provides the employee a choice of two (2) state health plan options: the Basic 70/30 and the Enhanced 80/20. Union County Public Schools pays the base amount for the individual coverage for any regular full-time (at least 30 hours per week) employee wishing to enroll in either the Basic 70/30 or the Enhanced 80/20 health plan. Coverage for dependents may be added at the employee's expense.

Life insurance is available for employees through Colonial Life Insurance Group in varying amounts up to $200,000. Coverage is also available for spouses and dependents in the amounts up to $50,000 and $10,000, respectively. The employee pays for the cost of this insurance. The school system provides $15,000 of life insurance to each qualified employee.

All public school employees are entitled to receive Workers' Compensation under the North Carolina Workers' Compensation Act. Employees must have suffered an accidental injury or contracted an occupational disease in the course of employment to be eligible for medical payments, compensation for lost salary, or death benefits under this program.

If you have an accident or illness while on duty, contact your principal or supervisor immediately. It is the responsibility of the employee to fill out an Employee's Statement form at the time of the injury or illness.

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