Employee Information

Welcome to the J. William Fulbright College of Arts and Sciences employee page! Use the checklist below to get started as a new employee. Scroll down to get current employee information.

Your supervisor or department personnel manager may assist you in meeting the following requirements.


New Employee Checklist:



Current Employee Information:


 

As approved by the Arkansas Department of Higher Education, classified staff are eligible for a 2 percent Cost of Living Adjustment (COLA), which will add to the base salary of current classified staff. The COLA will be in effect July 1, 2018 and will be reflected as a salary increase beginning with the July regular end of month payroll.

All classified employees hired on or before July 1, 2017 meeting the performance evaluation-based criteria will be awarded merit pay based on the following percentages:

 

Performance Rating

Percentage

U – Unsatisfactory

0 %

S - Satisfactory

1%

AA – Above Average

2%

E – Exceeds Standards

3%

 

Instead of awarding the merit pay fully as a lump sum, the University has decided to utilize funds from the health plan subsidy transition to award a portion of the merit pay as base pay to benefit classified employees over the long-term.

 For those employees rated as Satisfactory, the 1 percent merit pay will be added to the employee’s base pay as of July 1, 2018, and none of it will be awarded as a lump sum payment.

 For those employees rated as Above Average, 1 percent will be added to the employee’s base pay as of July 1, 2018 and 1 percent will be awarded as a lump sum payment.  

 For those employees rated as Exceeds Standards, 1 percent will be added to the employee’s base pay as of July 1, 2018 and 2 percent will be awarded as a lump sum payment.

 Examples of how COLA and merit will be applied based on performance rating:

 Unsatisfactory Rating:  2 percent added to base salary

2% of 6/30/18 salary added to base salary as COLA effective 7/1/18 - No merit increase

 Satisfactory Rating:  3 percent added to base salary

2% of 6/30/18 salary added to base salary as COLA effective 7/1/18

1% of 6/30/18 salary added to base salary as merit increase effective 7/1/18

 Above Average Rating:  3 percent added to base salary + 1 percent lump sum payment

2% of 6/30/18 salary added to base salary as COLA effective 7/1/18

1% of 6/30/18 salary added to base salary as merit increase effective 7/1/18

1% of 6/30/18 salary paid as a lump sum payment on 7/31/18 

 Exceeds Standards Rating:  3 percent added to base salary + 2 percent lump sum payment

2% of 6/30/18 salary added to base salary as COLA effective 7/1/18

1% of 6/30/18 salary added to base salary as merit increase effective 7/1/18

2% of 6/30/18 salary paid as a lump sum payment on 7/31/18 

 A classified employee compensated at the highest pay level authorized for the grade assigned to his or her position shall be paid the applicable COLA and/or merit payment as a single lump sum payment on the last pay period for the fiscal year to ensure the salary does not exceed the maximum pay level for the position.

 Classified employees hired between July 2, 2017 and June 30, 2018 are not eligible for a merit payment this fiscal year. All classified employees employed on June 30, 2018 will receive a COLA increase effective July 1, 2018.

More information to come:

For the 2019 fiscal year, the Board of Trustees has approved an overall target of a 2 percent increase for faculty and non-classified staff raises. Salary allocations will be effective as of July 1, which is the start of the 2019 fiscal year.

 Senior administrators hired or promoted between January 1, 2018 and June 30, 2018, are not eligible for a raise now. For the purpose of this memo, “senior administrator” is defined as an assistant/associate vice chancellor, assistant/associate vice provost or assistant/associate dean, dean, vice chancellor, or provost, or one of these titles modified by the term executive. An employee in one of those positions who has received a promotion or raise of any amount on or after January 1 is not eligible for a merit increase on July 1, unless previously approved by the chancellor. 

The Deferred Action for Childhood Arrivals (DACA) program has become uncertain under the current administration, and this guide is intended to focus on the well-being and safety of students affected by this measure, as well as to provide resources.

UPDATE: On August 31, 2017 U.S. District Judge Amos Mazzant officially concluded that the FLSA overtime rule is invalid. This decision stemmed from a lawsuit brought forth last year. That lawsuit created a nationwide injunction for all employers blocking the Department of Labor (DOL) from implementing the new exemption rule that was intended to take effect on December 1, 2016.

What does this mean for employers? Nothing has changed. This latest development doesn’t change the current course of action employers have already taken in response to last year’s injunction. Employers should continue to update their job descriptions and ensure that their jobs meet one or more of the FLSA’s "white collar" duties tests (Executive, Administrative, Professional, Computer and Outside Sales). The DOL is focusing its efforts on further rulemaking. In fact, the DOL has recently issued a "request for information" (RFI) asking the public for input to help guide them in potentially creating new rules.

The RFI is seeking comment and information on 11 particular questions, including whether the standard salary level set in that rule effectively identifies employees who may be exempt, whether a different salary level would more appropriately identify such employees, and whether changes to the duties test would be necessary to sync up the exemption to the salary level. Written comments must be submitted by the methods detailed in the RFI by September 25, 2017.

Background: Back on November 22, 2016, a Texas federal judge issued a preliminary nationwide injunction for all employers blocking the DOL from implementing the new exemption rule, also known as the FLSA overtime rule. On December 1, 2016, the Department of Justice, on behalf of the DOL, filed a notice with the U.S. Circuit Court of Appeals for the Fifth Circuit to appeal that preliminary injunction. Opening briefs and corresponding responses were due by March 2, 2017, however repeated extensions ensued.

  • The Catastrophic Leave Bank Program assists eligible University employees through medical emergencies, injuries, and illnesses incurred by them or eligible family members after the employees exhaust their earned sick leave, annual leave, holidays, and compensatory time.  There are two separate catastrophic leave banks: one for faculty and one for classified and non-classified staff.   Only faculty may donate to the faculty bank, and only faculty may receive awarded catastrophic leave hours from the faculty bank. Only staff may donate to the staff bank, and only staff may receive awarded catastrophic leave hours from the staff bank.  During fiscal year 2016, 26 University employees received assistance from this program.  Human Resources will conduct a donation drive for this program during the month of November 2016.
  • Information and donation forms are available from your departmental leave representative and on the Human Resources web page at http://hr.uark.edu/CatLeaveDonorApp.pdf.  Only 100% appointed employees are eligible to participate in the Catastrophic Leave Bank Program.  Donations are strictly voluntary and employees do not need to be donors to participate in the program.  Donations must be made in one-hour increments and there is no limit to the amount of hours that may be donated.  However, a donation cannot be accepted if it would reduce the combined sick and annual leave balances of the donor to less than 80 hours.  Leave donations are only accepted during donation drives or at an employee’s end of employment.
  • As a reminder, you may not have more than 240 hours of annual leave and no more than 960 hours of sick leave on January 1 of each year.

June 2018

June 5, 2018 (Tuesday) Hourly Time Due
June 11, 2018 (Monday) Hourly Pay Day
June 12, 2018 (Tuesday) OT/Supp Due
June 12, 2018 (Tuesday) May Leave Due
June 15, 2018 (Friday) OT/Supp Pay Day
June 19, 2018 (Tuesday) Hourly Time Due
June 25, 2018 (Monday) Hourly Pay Day
June 26, 2018 (Tuesday) Monthly Time Due
June 29, 2018 (Friday) Monthly Pay Day

July 2018

 July 2, 2018 (Monday) Hourly Time Due
July 10, 2018 (Tuesday) Hourly Pay Day
July 11, 2018 (Wednesday) OT/Supp Due
July 11, 2018 (Wednesday) June Leave Due
July 16, 2018 (Monday) OT/Supp Pay Day
July 19, 2018 (Thursday) Hourly Time Due
July 24, 2018 (Tuesday) Monthly Due
July 25, 2018 (Wednesday) Hourly Pay Day
July 31, 2018 (Friday) Monthly Pay Day

August 2018

 August 6, 2018 (Monday) Hourly Time Due
August 8, 2018 (Wednesday) End of Summer Due
August 9, 2018 (Thursday) OT/Supp Due
August 9, 2018 (Thursday) July Leave Due
August 10, 2018 (Friday) Hourly Pay Day
August 13, 2018 (Monday) End of Summer Pay Day
August 15, 2018 (Wednesday) OT/Supp Pay Day
August 20, 2018 (Monday) Hourly Time Due
August 24, 2018 (Friday) Hourly Pay Day
August 27, 2018 (Monday) Monthly Due
August 31, 2018 (Friday) Monthly Pay Day

The University of Arkansas recognizes the importance of a healthy employee work/life balance. As work/life balance advocates, Human Resources strives to guide and support employees through the many transitions they experience throughout their career at the university, including those that intersect both work and home.

Effective January 1st, 2017, the new minimum wage was raised to $8.50 per hour. For more information, review the Fact Sheet.

The university must be a place of work and study for students, faculty, and staff, which is free of all forms of discrimination, intimidation and exploitation. Please use the resources below to share your thoughts and concerns. 

Campus Resources

Yes! All new hires will be able to enroll in their employee benefits (insurance, retirement & flexible spending) via webBASIS. Of course, new employees will need to be set up in their appointed positions in BASIS before they can do the online enrollment.

The online benefits enrollment will be found in webBASIS under My Benefits.   Two new screens have been added – New Benefits Enrollment (for Flexible Spending, Health, Dental, Vision & Retirement) and Optional Benefits (Life, Short & Long Term Disability Insurance & AD&D Insurance & beneficiary designations).

 Most of these functions are for new employees only, existing employees will still need to complete paper enrollment forms to enroll in, cancel or add/delete dependents to their flex, health, dental & vision.   The Optional Benefits function will be available to existing employees and they will be able to update their beneficiaries for Life and AD&D here.   

New employees will still be able to complete the paper enrollment forms if they wish and we can still key their info into BASIS.  You’ll see if you scroll down to the bottom that the forms are still posted.  The New Employee Benefits Enrollment page of our website, https://hr.uark.edu/working/new-employees/benefits-enrollment.php, has been updated to include the instructions for webBASIS enrollment.

 Dependent documentation will still be required so the enrollment process will not be completely paperless.  Any benefits enrollment that includes coverage for children or spouses will be target and will not be approved until the dependent documentation comes in.   Please scan and email or fax dependent documentation to HR and include names and employee ID numbers on their documentation. 

Click here to access the online registration form. This is for assigned RazorBuy Departmental Contacts to request RazorBuy access for their employees.  Only forms completed by the RazorBuy Departmental Contact will be processed.  

Role Definitions:

** Basic Shoppers create shopping carts using only catalog and non-catalog orders, add accounting information if required by their department, and assign their carts to another user for submission.  Shoppers only need a uark email to gain access to the system.
** Advanced Shoppers create shopping carts with the possibility of using any and all forms, add accounting information, and assign their carts to another user for submission.  Advanced Shoppers only need a uark email to gain access to the system.
** Requesters shop and place orders.  Requesters must have a BASIS desk with UPS access.  
** The Department Approval role is optional and does NOT replace TARGET approval in BASIS.  This role is for review-only and has no shopping capability.  Department Approvers must have a BASIS desk with UPS access.