The 4% salary adjustment (up to a maximum of $3,000) is for all regular fully benefited (30+ standard hours) faculty and staff of the USG who are actively employed on July 1, 2024. Partially benefited employees working less than 30 hours and non-benefited employees, including temporary and those working less than 20 hours are not eligible for the adjustment. There may be exceptions to the eligibility population based on unit structure and funding. 

Temporary workers such as students, rehired retirees, and Tech Temps are not eligible.

Employees working less than 30 hours (less than .75 FTE) are not eligible. If the person is a regular, benefits-eligible employee working 30 hours or more (equal to or greater than .75 FTE) per week, they will receive the increase. Temporary staff and part-time staff working fewer than 30 hours per week are not eligible.

Yes, provided they are fully benefits-eligible, working 30 hours (.75 FTE) or greater and actively employed on or before July 1, 2023. 

No, they must be actively employed in the eligible position on July 1 and be working a standard work week of 30 or more hours to be eligible for COLA.

Yes, provided they are active regularly benefited and are working a standard work week of 30 or more hours.

After July 1, increases can be reviewed in Employee Self-Service of OneUSG Connect by selecting the “Payroll” tile, then the “Pay” tile.

No, eligible employees will receive an increase to their regular rate of pay.

No, COLA should not be included in offer letters. Applicants should refer to program eligibility. See Offer Letter Guidance for FY24 COLA.

Yes, eligible employees will receive the pay increase upon their return to active status.

Yes, Post Doctoral Fellows are eligible to receive COLA, provided they meet the eligibility criteria and pro-ratio rules.

The COLA base salary adjustment will be loaded in OneUSG Connect with an effective date of July 1, 2023, but pay and premium increases will not take effect until they return to work.

Summer pay will not change as it is based on the salary in effect as of May 31, 2024 . The salary adjustment is only intended to cover the standard contract and not summer earnings. Refer to related Policy BOR 8.3.12.3 Summer School Salaries. 

Yes, provided they meet eligibility requirements and visa conditions.

If the employee has an effective hire date no later than July 1, and they meet eligibility requirements. Those hired after July 1, are not eligible to receive COLA

Payments will be subject to all applicable FICA Taxes, Federal Income Tax, and State Income Tax. Federal and State Income tax will be withheld at the employee’s normal tax rate.

Yes, the base pay increase is eligible for retirement benefits. 

Yes, Cost of Living Adjustments (COLAs) are intended to offset inflation and retain valuable employees. Such adjustments as approved through the legislative budget process and USG policy may exceed the established range and should be appropriately documented/coded by the Institution. Institutions will need to decide whether their salary structure needs to be assessed and restructured. 

No, COLA should not be included in offer letters. Applicants should refer to program eligibility. 

The adjustment is effective July 1. Eligible employees will receive the COLA if they are actively employed on or before July 1.

• Eligible employees paid biweekly will see the rate increases in their July 12 paychecks.
• Eligible employees paid monthly will see the rate increases in their July 30 paychecks.
• Eligible 10-month employees paid biweekly during the academic year will see the increase in the month of August.
• Eligible Faculty on academic year contracts will see their increases in the month of August.

Those hired after July 1, will not be adjusted.

The salary adjustment will be based on an eligible employee’s salary as of April 1, 2024. If an employee is hired between April 1, 2024, and June 30, 2024, the COLA will be calculated on their base starting salary. 

Other salary adjustments that are effective dated July 1st will be applied after the COLA. Institutions that are planning to implement structure, market or other types of adjustments should apply those adjustments after the COLA. Any structure, market or other types of adjustments must be discussed with USO HR before implementation. 

Employees who are paid monthly will receive the salary adjustment, benefits adjustment, and premium adjustment for short-term disability (STD), long-term disability (LTD), and supplemental life insurance (SLF) coverage reflected in the 07/31 pay date. 

Employees who are paid on a bi-weekly basis will receive the salary adjustment effective 7/1; however, the corresponding benefit and premium changes to STD, LTD, and SLF coverage will be reflected in the 07/12 pay date. 

Eligible employees earning an annual salary of $75,000 or greater, will reach the maximum allowable threshold on the 4% COLA and receive a COLA in the amount of $3,000. 

Positions funded via Resident Instruction General Operations (GenOps) (RIGO) have already received funding in the FY25 original budget. Departments with self-funded positions are responsible for funding the increase to base pay.