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Employee Resources

Human Resources is committed to supporting our employees with opportunities to represent their campus niche, develop professionally, and enjoy rich campus culture and happenings.  Bookmark this Employee Resources page to help navigate all resources available on the Stetson's HR website. 

Resources

Compensation FAQ's

Why is Stetson doing this now?

Stetson University wants to provide immediate help to employees impacted by inflation and fluctuating gas prices. The university realizes it is important to act now with the resources we have and let our employees — our most valuable resource — know the university cares and is doing something now to provide support and relief to the extent possible.

How much is the increase for monthly employees, and when does it take effect?

Full-time, monthly, or exempt employees will receive an annual increase of $1,800 as of March, meaning the increase will begin to appear in their April check or direct deposit (the March 31 check). Please see below for those employees not eligible for the increase.

How much is the increase for bi-weekly employees, and when does it take effect?

Full-time, and part-time bi-weekly, or non-exempt employees will receive a $1 per hour increase as of mid-March, meaning the increase will begin to appear in their April 1 check. If, after receiving the $1 per hour increase an employee is still below $15 an hour, those employees will be moved to $15 an hour. As of March, all full-time and regular part-time positions will be paid a minimum of $15 per hour. (Temporary part-time workers are not included in this increase.)

Who is eligible?

For monthly, or exempt employees this one-time increase in salary, across the board, will apply to most employees, with the following exceptions for staff.

  • If an employee was hired or received a promotion or salary adjustment between Oct. 2 and Dec. 31, 2021, the employee will receive 50%, or $900, of the increase.
  • If an employee was hired, received a promotion, or salary adjustment after Jan. 1, 2022, the employee will not be eligible for any increase.

For full-time and part-time, bi-weekly, or non-exempt employees this one-time increase in salary, across the board, will apply to most employees, with the following exceptions:

  • If a full-time or part-time, bi-weekly, or non-exempt employee was hired or received an increase or salary adjustment between Oct. 2 and Dec. 31, 2021, the employee would receive half of the increase (50 cents/hour), unless the employee was still under $15 an hour, in which case the employee would be moved to the new minimum wage of $15 an hour.
  • If a full-time or part-time, bi-weekly, or non-exempt employee was hired or received an increase or salary adjustment since Jan. 1, 2022, the employee will not be eligible for any increase — unless that hourly pay is still under $15 per hour. In that case, the pay would be increased to $15 per hour.
  • Temporary part-time workers are not included in this increase.

Isn’t Stetson required by law to pay a minimum wage of $15 per hour?

Although Stetson has decided to move forward immediately with increasing most full- and part-time, non-exempt employees to $15, the original timing for the threshold of $15 per hour was Sept. 30, 2026. That was the state of Florida’s deadline for employers under the new minimum wage law after Florida voters approved Amendment 2, raising the state minimum wage to $15 per hour by 2026. The amendment raised the minimum wage to $10 per hour effective September 2021, with a continuing annual increase until reaching $15 per hour.

Why are employees hired after Jan. 1, 2022, unable to participate?

Stetson’s newest faculty and staff are hired with the most current, market-relevant salary information, so it is the university’s standard raise practice to limit allocation of additional funding to those employees hired more than three months ago or prior to the raise cycle.

The university has been examining pay and salary levels since fall 2021 and has been making salary and pay adjustments. That has recently accelerated as Stetson University, and higher education overall, has wrestled with some of the issues associated with the “Great Reassessment.” This has resulted in adjustments and changes in the past few months, and as of Jan. 1 has been accounted for in new hires and promotions.

How will this impact the typical university merit and pay increase cycle of September for faculty and October for staff positions?

This across-the-board salary increase and pay raise may be out of cycle for Stetson, but the university feels it is important to act now. Fall merit and pay increases are part of the annual budget cycle and the budget has not yet been finalized and approved.

What else is Stetson University doing?

The university understands the environment and is trying to do the best we can with the resources we have. Though not yet fully defined, the university is actively working on a plan to provide adjunct faculty with additional financial support this semester and Human Resources is exploring how Stetson might be able to incorporate flexible work arrangements, where appropriate, to help offset gas price increases. Discussions continue, and a first draft of a potential remote work plan will soon be reviewed.

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Personnel Action Form (PAF)

  • Budget Supervisors in DeLand should complete this personnel action form, save the document and email to the appropriate VP/AD. The VP/AD should approve and route to the Budget Office for processing. Supervisors at the College of Law should contact Human Resources.

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This office serves the university's diverse employee base by providing accurate and timely compensation to all staff, faculty and student employees in an efficient manner. Learn More.

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