Pay Actions Freeze:

Due to financial uncertainty created by COVID – 19, the University of Oregon has implemented a freeze on the following pay actions: stipends, overloads, retention increases, expansion of duties, reclassifications (exclusions), work-out-of-class, and special merit increases. Faculty stipends and overloads and SEIU work-out-of-class requests will be reviewed in accordance with UO and unit policies and collective bargaining agreements, to the extent applicable, before applying the exception process.

This action complements existing budget management measures that are in effect as we respond to financial impacts of COVID-19.

Pay actions as listed above require a justification form. For guidance and information about this action including the form and exception request process, visit the Freeze on Pay Actions webpage.

When to use:

  • A reorganization involves position or pay changes for multiple individuals in Officer of Administration (OA) or classified positions a unit/department.
  • Reorganizations are conducted in consultation with University Human Resources. Consultations should be requested prior to initiating any position or pay action (for example, through MyTrack or via Payroll Request Form).
  • Position or pay changes that can occur include expansion of duties, reassignment, reclassification, direct appointments, transfers, demotions, etc.
  • For additional information about these position and pay actions, see:
  • How to begin the process:

    • Reorganizations require coordination of multiple pay actions occurring simultaneously. For timely and efficient processing, units/departments are encouraged to schedule a reorganization planning consultation with Human Resources prior to initiating individual actions. Consultations can be requested by e-mailing, calling 6-5112, or filling out this online Reorganization Consult Request Form.
    • Consultations are typically staffed by HR team members from Employee and Labor Relations, Classification and Compensation, and/or Talent Acquisition.
    • In order to ensure the consult includes the most appropriate HR staff and is as efficient as possible, units are asked to provide available information about the reorganization prior to the consult meeting.
    • In the consultation, the Human Resources team member(s) will advise the unit on how to proceed with the processing of position or pay changes resulting from the reorganization.

    Note: In most cases, increases will be effective only prospectively, beginning the pay period following HR’s receipt of the request with unit based approvals using the appropriate mechanism for the pay action (e.g. submission via the MyTrack requisition process or PRF). For this reason, it's recommended that consults are scheduled well in advance of the proposed action, typically no lass than six weeks before the intended effective date. Position changes, including assignment of new responsibilities or communication with affected staff members, should not occur before the reorganization is finalized; if this create an operational concern, discuss with HR.