Policy Search
EWU 406-01 Exempt Employment (First Read)
- Comment Period Ends: December 1, 2025
- Policy Proponent: Vice President for People and Culture
- Indicates salary ranges for the exempt compensation plan may be adjusted as needed
- Consistent with recent changes in state law, allows employees to use sick leave to prepare for, or participate in, any judicial or administrative immigration proceeding involving the employee or employee’s family member
1. What is the scheduled frequency for reviewing and updating the salary range dollar value? Is there an established, minimum cycle (e.g., annually, biennially, every three years) for a full market comparison and range adjustment?
2. How will the university ensure the salary range effectively keeps pace with inflation (Erosion of Purchasing Power)? What is the methodology used during a range review to incorporate external factors like the Consumer Price Index (CPI) or other regional cost-of-living data, to ensure the range’s minimum and maximum values do not lag behind the real-dollar market value?
I agree with the comment above and would like to raise several important questions and concerns.
How frequently will the minimum and maximum salary ranges be reviewed to ensure they remain aligned with real-dollar market values? As the cost of living increases over time, university COLA (Cost of Living Adjustment) policies will naturally push exempt employees toward the top of their salary ranges. What is the plan for managing salaries once employees reach the top of their range? Will this result in Y-rating exempt employees, effectively restricting or eliminating future COLAs?
Additionally, how will the university address the potential erosion of employee confidence in fair and equitable treatment—especially if other employee groups across campus continue to receive COLAs while exempt employees are excluded? This disparity could lead to the continual loss of highly skilled and experienced personnel who feel undervalued compared to their unionized counterparts.
The proposed policy change stating, “The salary range may be adjusted as needed,” lacks a defined methodology and raises concerns about arbitrary adjustments. Please clarify the plan for future salary range adjustments, including:
1. Will the Implicit Price Deflator (IPD) or another index be used for cost-of-living adjustments to the salary ranges?
2. What is the documented process for ensuring fair compensation and accounting for market/cost-of-living increases for exempt staff?
3. What is the policy for exempt employees whose current salary reaches the maximum of their salary range?
Gemini says:
Original Clause
“The salary range dollar value will be increased to coincide with across-the-board increases when approved by the legislature and when authorized by the Board of Trustees.”
Effect:
Guarantees that exempt employees automatically receive salary range adjustments whenever the state legislature and Board of Trustees approve general increases.
Ensures parity with classified staff or other employee groups benefiting from across-the-board raises.
Provides predictable, formula-based adjustments linked to legislative action – effectively a right to those increases once approved.
🔹 Revised Clause
“The salary range may be adjusted as needed.”
Effect:
Removes the automatic connection to legislative or Board-approved across-the-board raises.
Makes salary adjustments discretionary – meaning HR or university leadership may adjust the range, but they are not required to.
Introduces ambiguity: “as needed” could be interpreted broadly, leaving it to administrative judgment rather than established triggers (like cost-of-living or state funding changes).
Could slow or reduce the frequency of salary range updates, affecting competitiveness and cost-of-living alignment.
Practical Implications for Exempt Employees
Loss of automatic increases: Exempt employees might not benefit from statewide or Board-approved general wage adjustments unless specifically decided by EWU leadership.
Greater administrative flexibility: HR can adjust ranges to reflect market needs or recruitment challenges — but this flexibility can cut both ways (i.e., selective or delayed adjustments).
Potential pay compression over time: Without regular range updates tied to cost-of-living, salaries could lag behind inflation or classified staff pay bands.
Equity and morale concerns: If other groups continue receiving automatic increases while exempt staff adjustments are discretionary, perceptions of inequity may arise.
Can the policy proponent clarify what constitutes ‘as needed’ in regard to salary range adjustments? For example, are adjustments only triggered by events such as significant turnover of highly skilled employees? There is concern that this approach could disadvantage long-term employees, particularly as inflation continues to outpace salary increases. It raises the question of whether those who stay loyal to the organization may end up being penalized in the long run. For exempt employees, it is not a great day to be an Eagle.