Related UT Policy

An increase in salary/wage, with no other change in status, will generally be made effective on July 1 (or the biweekly pay period starting date on which fiscal year wage adjustments are made). Such salary/wage changes are reflected in the normal salary budget preparation.

A change in status involving promotion, demotion, lateral transfer, or reclassification, with or without a change in salary/wage, is processed and maintained in Human Resources. The employee and his/her supervisor are notified of the change.

The amount and percentage of increase in salary/wage as a result of promotion or reclassification is determined by the AssociateVice President following advice from the Director for Human Resources. Human Resources will recommend a salary/wage increase of the difference between the starting salary of the present position and the starting salary of the position to which the employee is being promoted in accordance with the provisions outlined in policy. Exceptions may be made to this amount if the department, contract or The Institute cannot meet this amount due to budgetary or financial constraints.

The amount of salary/wage decrease in the event of demotions will be determined by the Associate Vice President following advice from the Director for Human Resources. Human Resources will recommend a salary/wage decrease of up to the difference between the starting rate of the present position and the starting rate of the position to which the employee is being demoted, or his or her current salary before demotion in accordance with the provisions outlined in policy.