With the exception of faculty members, each full-time (100% FTE) employee is entitled to longevity pay of a maximum of $20.00 per month for each year of state service up to and including 42 years of service. You are eligible to receive longevity pay after two years of state service and will receive longevity pay increases after each additional two years of state service.
After two (2) years………………………………… $20 per month
After four (4) years………….……………………... $40 per month
After six (6) years……………………………......... $60 per month
After eight (8) years……......………………………. $80 per month
After ten (10) years…………..............……………. $100 per month
After twelve (12) years……………………………... $120 per month
After fourteen (14) years………………………......... $140 per month
After sixteen (16) years……………………………... $160 per month
And so on…
If you have worked at another Texas state agency prior to your employment at the university, it is your responsibility to contact the Office of Human Resources and complete the forms required to receive credit for past state service.
All law enforcement officers of state higher education institutions are eligible for hazardous duty pay of $10.00 per month for each year of hazardous duty service. The calculation of hazardous duty pay is based upon the number of years worked in a position requiring hazardous duty.
After one (1) year of service - $10.00 per month
After two (2) years of service - $20.00 per month
After three (3) years of service - $30.00 per month
After four (4) years of service - $40.00 per month
After five (5) years of service - $50.00 per month
And continues each year.
If a state employee is receiving longevity pay and transfers to a position requiring the performance of hazardous duty, the employee will receive hazardous duty pay based upon the number of years in the position requiring the performance of the hazardous duty. The employee will continue to receive longevity pay based upon the years worked in the non-hazardous duty position.
If a state employee working in a position requiring the performance of hazardous duty transfers to a position that does not require the performance of hazardous duty, the employee will no longer receive hazardous duty pay. The employee shall receive longevity pay based on the total number of years worked for the state, including the years worked in the position requiring the performance of hazardous duty.
University police officers are eligible to receive educational incentive pay based on the following certificate requirements set by the Texas Commission on Law Enforcement Officer Standards and Education (TCLEOSE):
$100 Per Month Intermediate Peace Officer Certificate
$200 Per Month Advanced Peace Officer Certificate
$300 Per Month Master Peace Officer Certificate
Incentive pay will begin and/or increase, as appropriate, when a copy of the applicable peace officer certificate (issued by TCLEOSE) has been received in the Office of Human Resources.
Paychecks are distributed to exempt employees (faculty, professional, and administrative staff) on the first working day of each month.
Paychecks are distributed to non-exempt employees (hourly staff) every other Friday. Should a holiday fall on a Friday, the non-exempt checks are usually issued the day before the Friday holiday.
Paychecks are picked up and distributed by designated departmental officials. You must pick up your own paycheck, unless arrangements have been made in writing with the designated official for someone else to pick up your check. You and/or your designee must present appropriate identification before the paycheck will be released.
Departments secure unclaimed paychecks nightly. If your paycheck is not picked up by the 14th working day following payday, it is returned to General Accounting and immediately forwarded to the University of Houston System, Office of the Treasurer. You must contact the designated departmental official to obtain procedures for requesting unclaimed paychecks.
With regard to overtime and compensatory time, the university attempts to schedule work so that overtime activity is held to an absolute minimum. Occasionally, however, because of an emergency situation or a peak work period, you may be required to work beyond your normal hours. As compensation for overtime is governed by complex state and federal laws, you should never adjust your established work schedule unless a change is requested and authorized by your supervisor. Complete information on overtime and compensatory time is presented in the UHS Overtime and Compensatory Time policy ( http://www.uhsa.uh.edu/sam/2HumanResources/2B2.pdf) and you are urged to become familiar with this policy, in the event that extra work or work after normal working hours becomes necessary. Specific questions regarding overtime and compensatory time should be directed to the Office of Human Resources.
Procedures regarding compensatory time include its being used within one year after it is earned and giving reasonable notice prior to taking that time. Requests for compensatory leave must be approved in advance by your supervisor and a Leave Request form must be completed.
Direct deposit is convenient, saving trips to the bank; safe, avoiding lost or stolen checks; and fast, allowing immediate access to funds on payday. Direct payroll deposit was available on an optional basis to monthly employees in December 1985 and to biweekly employees in July 1988, with remarkable overall satisfaction. Fiscal considerations compelled the University of Houston System to adopt a policy of mandatory direct deposit of payroll checks on September 1, 1992.
Although it would be best if we had 100% participation in the direct deposit program, exemptions are allowed. See the UHS Direct Deposit of Salaries policy ( http://www.uhsa.uh.edu/sam/3FicsalAffairs/3D7.pdf) for information regarding the qualifications for exemption from the direct deposit program.
It generally takes two pay cycles for direct deposit to begin. Prior to direct deposit taking effect, a message appears on the paycheck stub indicating the direct deposit account number. This number should be verified immediately. If any discrepancies exist, contact the Office of Human Resources. If the direct deposit information is correct, your next earnings will be direct deposited. Instead of receiving a paycheck, you will receive an earnings statement reflecting the direct deposit amount. You are encouraged to contact your financial institution to verify that the account has been credited with the appropriate amount.
Employees received a new direct deposit option on July 1, 1996. Multiple direct deposit was implemented so net pay could be direct deposited up to four (4) different ways. This includes checking or savings accounts at any bank, savings and loan or credit union that is a member of the Automated Clearing House network. If you choose to have multiple direct deposits, the first, second and third direct deposit must be sated as a fixed amount per pay period. The fourth deposit will be for 100% of your final net pay (after all deductions and any fixed amount direct deposits). You may use the multiple direct deposit options only if you have direct deposit for 100% of your final net pay. You may not have a combination of direct deposits and a paycheck!
You must complete a Direct Deposit Authorization/Exemption form whether or not you wish to participate in the program. If you have any questions concerning direct deposit, multiple direct deposit or need authorization forms, contact the Office of Human Resources at 281/ 283-2157.
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