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Human Resources & Inclusive Community

Human Resources & Inclusive Community


Guided by DU IMPACT 2025, we are taking many important steps to shape our University and have greater impact on higher education in 21st-century ways. Through our planning and implementation process, we also are creating a renewed sense of collaboration for moving this University forward. It is increasingly clear that engaged and talented faculty and staff will be critical to realizing our considerable aspirations and supporting a new generation of students.

Compensation Philosophy

The University of Denver (DU) aspires to foster a sense of community and promote diversity and inclusivity.  As a key part of its benefitted staff compensation program, DU focuses on consistent and competitive salaries in order to attract and retain a high quality workforce to successfully fulfill the mission of the University.  Compensation is a core element of a competitive total compensation package which includes generous benefits and a supportive work environment.

DU's compensation program emphasizes market value and also recognizes the internal equity and value of jobs. Salary ranges will target the median of general industry and identified higher education markets, based on appropriate talent segments determined by type and level of the job and individual qualifications.

DU's overall performance, strategic objectives, financial capability, economic conditions, as well as departmental budgets impact the annual budget available for potential salary increase opportunities.  Because of DU's commitment to institutional performance, merit increases will be used to strengthen the link between individual performance and compensation. Managers and supervisors, human resources and DU leadership each have a defined role in and share responsibilities for ensuring an effective compensation program.

Salary Grade Range - A salary grade is a step within a salary structure that helps define the amount of pay an employee will receive.  Ranges are defined by relevant market data and are based internally on roles, responsibilities, qualifications, and competencies as well as the skills and experience of the incumbent as they relate to the organizational structure.

Job Family - A job family is a group of jobs in which the work performed is of a similar nature. It is a macro grouping based on a segmentation and primary concentration of jobs at DU.

Job Summary - a brief, general statement outlining the broad functions, responsibilities, and required qualifications of a job. This summary is not meant to replace the more specific job description which outlines in greater detail the purpose, essential functions, requirements, and competencies of a job as it relates more specifically to the needs of a unit, department, or division.

Sustainable Compensation Guidelines - The benefited staff compensation program is designed to provide salary opportunities that are market competitive and internally equitable to enable DU to attract, retain, and engage our workforce. Guidelines are established to ensure consistency, transparency and a sustainable compensation program into the future.

New Fair Labor Standards Act rule for white-collar job exemptions from overtime pay mARCH 2019


In 2019, the Department of Labor (DOL) proposed updates to the regulations governing the exemption of executive, administrative and professional employees from the minimum wage and overtime pay protections of the Fair Labor Standards Act (FLSA).

FLSA is the federal law which establishes minimum wage, overtime pay eligibility, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state and local governments.

The DOL published a notice of proposed rulemaking on March 7, 2019 and is currently in the 60-day public comment period. The new minimum salary threshold to be eligible for overtime pay has been proposed at $35,308 per year. The current threshold is $23,660 annually. If passed, this would mean that employees paid up to $35,308 could be eligible for overtime pay.


The new rule changes the federal guidelines for overtime pay requirements under FLSA for higher education institutions along with all other organizations.

University of Denver's Human Resources department has been following the DOL proposal for quite some time and is preparing to meet with each division/unit leader to potentially impacted in their areas.

As with most federal regulations, it will take time to fully understand the impact of this rule. So while it's too soon to talk about specific impacts to individual positions within units, we will be meeting with division/unit leaders and sharing information as it relates to their units.


There are many websites, news stories and expert opinions covering the new FLSA rule. When you read more about it, it's clear that not everything about the DOL rule is clear yet. Here are some articles and websites that give you some idea of the complexity around this change while helping you understand it better.