Law Enforcement Pay Guidelines
These pay guidelines summarize the wage administration procedures for Non-Exempt AFSCME Police staff at all IU campuses.
Starting wages for new employees
- Employees will be hired at the classification level and pay rate that corresponds to their education and experience relative to the minimum requirements for Patrol Officer Entry, Patrol Officer, Patrol Officer Senior, and Patrol Officer Master.
- Regardless of the level at which they are hired, all employees complete a one-year probationary period.
Starting wages for employees who move from another employee group
- Employees who move from another employee group (such as Non-Exempt CWA, Non-Exempt AFSCME Service, Non-Exempt Non-Union, or Exempt) will be set at the classification level and pay rate that corresponds to their education and experience relative to the minimum requirements for Patrol Officer Entry, Patrol Officer, Patrol Officer Senior, and Patrol Officer Master.
Career Progression to a higher-level role within the Patrol Officer wage structure
- Law Enforcement employees are assessed for promotion to the new career level on a quarterly basis. An employee must have overall satisfactory performance and satisfy the minimum education and experience requirements in order to move to a higher classification level. There is no repeat of the one-year probationary period when an employee is promoted to a higher classification level.
- An employee who receives a promotion will be advanced to the pay rate of the higher level.
Annual Wage Increases
- Any annual wage increases will be subject to the University’s union-designated wage increase and subject to available funds for staff employees.
- Employees paid at a pay rate higher than the pay rate for their classification level will have their pay frozen until it is less than or equal to the pay rate for the applicable level. Annual increases in this instance will be given through fiscal year supplements.
- The wage structure will be reviewed and adjusted in accordance with the market and fiscal resources.
Additional Pay
- When an employee is assigned one of the duties below, they are eligible for additional pay. The duty(ies) must be assigned to the officer by the Chief. The additional pay is an annual amount paid bi-weekly over the fiscal year.
| Additional Pays | Annual Amount |
|---|---|
- If an officer is no longer assigned one of the above duties, the additional pay will be stopped at the end of the applicable pay period.
- If an officer is absent for 30 or more calendar days regardless of pay status, the additional pay will be stopped. If the duties are reassigned to the officer upon their return, the additional pay will be reinstated for the remainder of the fiscal year.
