Compensation includes the combined value of an employee’s salary, benefits, retirement contributions, qualified tuition reduction and more.
This page outlines how the University of Arizona ensures our compensation structure is data-driven, equitable and in compliance with all relevant laws.
Learn the value of your total compensation package
Compensation News and Updates
FLSA Compensation Threshold Increases Overturned
Nov. 18, 2024
A federal judge ruled to vacate the Department of Labor's Fair Labor Standards Act (FLSA) changes. Human Resources is reviewing the ruling and will communicate updates as needed.
Temporary Compensation Freeze Has Been Lifted
July 1, 2024
The compensation freeze that was part of the university's financial action plan has been lifted. Moving forward, you must work closely with your Senior HR Partner for guidance aligning with your unit’s staffing plans for FY 2025.
New Compensation Annual Cycle Flyer Published
Oct. 10, 2023
Please reference this flyer to help understand or communicate the annual compensation cycle and how it intersects with the annual budget cycle.
The Basics
The university’s compensation philosophy is built on the following:
- Maintaining a data-driven, competitive compensation structure that is updated regularly (External Market Data Review).
- Establishing a consistent and equitable approach to compensation decisions.
- Complying with all relevant federal and state laws while ensuring sound stewardship of available compensation funding.
Fair Labor Standards Act
The FLSA is a federal law that sets labor standards. Based on FLSA standards, employees are either salaried (exempt) or hourly (overtime eligible) as determined by their compensation and job duties.
Timekeeping Guidance
The following are user guides for the University Fair Labor Standards Act and Overtime Policy. This information does not modify, replace or supersede that policy.
University Minimum Wage
For employees
$15.00
For student workers
$14.50
Compensation Annual Cycle
To adhere to the components of our compensation philosophy, the HR compliance team conducts several core activities on an annual cycle.
These seasonal activities align with the university's budget cycle, and ensure a data-driven, equitable and competitive compensation structure.
Frequently Asked Questions
As part of UCAP, the university mapped all Classified Staff employees to jobs within the career architecture. At that time, Classified Staff employees had the option to move to the University Staff position where they had been mapped or to maintain their Classified Staff status.
Employees who remain in the Classified Staff employee category still follow the FLSA exemption status and pay range of their career-architecture-mapped position. Classified Staff employees who receive a promotion or change jobs are required to transition to University Staff employment.
Yes, Classified Staff employees have the option to transition to University Staff employment at any time. They must complete the Transition to University Staff Form (PDF) and follow the submission instructions on the form.
Yes. A Classified Staff employee who meets all eligibility criteria is eligible for compensation/merit increases based on the pay grade for their mapped position.