Compensation

• The Fair Labor Standards Act defines the terms of pay when an employee works over 40 hours in one week. 
• Non-exempt employees are compensated for overtime work, approved by their supervisor, at the rate of one and one half (1 1/2) times their regular rate of pay for any hours actually worked beyond 40 hours in one work week. All time worked on an overtime basis must be authorized by your supervisor. 
• Exempt employees are not eligible for overtime pay. An exempt employee is expected to devote whatever time beyond the normal workday is necessary to complete his/her work. 

On-call pay is a premium pay amount when an employee is scheduled to remain available to be called to work during a scheduled period of time. The employee who is not called to work during the scheduled on-call period shall receive the appropriate on-call pay although no hours were worked. The employee who is called to work during the scheduled on-call period shall also receive the appropriate wages for the actual hours worked.

Note: For overtime pay, on-call pay time is not considered hours worked.

UVA Medical Center Call Pay Rate (updated August 7, 2022)

• Professional: $6.50
• Technical: $4.00

Shift Differential eligibility is based on current job title.  There are two categories of eligibility within UVA Medical Center: Professional and Technical. Professional employees are eligible for higher shift differential rates, while technical employees are eligible for slightly lower shift differential rates. See below for the different Medical Center shift differential rates depending on work hours for each category (updated August 7, 2022). 

Professional 

• Week day evening - $3.00 
• Week day night - $4.45 
• Week end day - $3.75 
• Week end evening - $5.65 
• Week end night - $7.65 

Technical 

• Week day evening - $2.25 
• Week day night - $2.50 
• Week end day - $2.15 
• Week end evening - $3.00 
• Week end night - $3.90 

Charge pay is used when an employee has been temporarily or permanently assigned charge nurse duties. Charge duties are identified as: 

• Leading a group consisting of not less than the equivalent of two full-time employees 
• Assigning and scheduling the work of all group members 
• Assisting, guiding, and instructing group members in the performance of their duties 
• Performing the same or similar work assignments as the other members of the group 
• Representing the unit manager in his/her absence 

A $1.50 per hour charge differential will supplement the employee's base salary for every hour in which the employee performs charge duties. The differential is applied only to the hours worked in the charge position and is not given for vacation, personal preference, sick, or holiday hours. 

Annual pay increases are one part of the comprehensive package of rewards for University Medical Center team members designed to engage, retain and attract the best and brightest talent to our organization.  If approved within a given year’s budget, annual pay increases are paid on a common annual date as a percentage of your pay.  If you are at or above the maximum of your pay grade, your increase will be in the form of a lump sum payment.  For annual pay increase information, please refer to the - Medical Center Annual Pay Increase FAQs.

Managers can visit Workday to see their team members compensation. Please refer to Accessing Merit Report.

You can grow within your pay grade by demonstrating greater levels of competency and consistently meeting your objectives. If approved within a given year’s budget, merit increases are paid on a common annual date and reflect growth within your current job and pay grade. A merit increase is a percentage of your pay. If you are at or above the maximum of your pay grade, your increase will be in the form of a lump sum payment. Keep in mind that merit increases are not guaranteed. The amount of your merit increase, if any, will be determined by the annual merit increase budget which is determined by leadership and by your performance. 

Select jobs in the Academic Division are eligible for shift differentials. For more information, please contact AskHR@virgnia.edu. 

Eligible Team members include all full-time and non-temporary part-time (scheduled at least 20 hours per week) Team  members of UPG working on the last day of the Plan Year (June 30) in one of the following units: 

• Accounting 
• Billing and Collections 
• Billing Quality and Audit 
• Business Development 
• Charge Capture & Billing 
• Executive Office 
• Legal Affairs 
• Facilities 
• Human Resources and Development 
• Clinical Practice Group 
• IT 
• Planning and Analysis 

See the eligibility details. 

The Manager Bonus Program is designed to reward managers, directors, and chiefs for successful leadership and effort necessary to achieve annual UPG Corporate goals, Home Team Bonus goals, and Individual Bonus goals. 

In addition to the Home Team Bonus, individual team members, teams, or cross-functional teams can be recognized for demonstrating discretionary effort over and above normal job expectations.

You can grow within your pay grade by demonstrating greater levels of competency and consistently meeting your objectives. If approved within a given year’s budget, merit increases are paid on a common annual date and reflect growth within your current job and pay grade. A merit increase is a percentage of your pay. If you are at or above the maximum of your pay grade, your increase will be in the form of a lump sum payment. Keep in mind that merit increases are not guaranteed. The amount of your merit increase, if any, will be determined by the annual merit increase budget which is determined by leadership and by your performance.