The $5,000 salary increase is for all active, regular, benefits-eligible faculty and non-academic staff at Middle Georgia State University. The increase will be prorated based on full-time equivalency (FTE). Employees not receiving benefits, including temporary and those working less than 30 hours, are not eligible for the increase. 

Temporary workers, such as students, temp flight instructors, and rehired retirees, are not eligible.

Employees working less than 30 hours (less than .75 FTE) are not eligible. 

Yes, if the employee worked during the fiscal year, the salary rate increases will be processed upon their return to active status.

Yes, provided they are fully benefits-eligible, working 30 hours (.75 FTE) or greater. 

Yes, 10-month exempt employees are eligible for the pay supplement. If a 10-month exempt employee’s employment begins before or during August 2021, and the employee worked the full contract period, they will be eligible for the full supplemental payment. The ongoing increase for FY23 will be applied and appropriately distributed across their 10 month pay schedule. If the employee is hired after August, the supplement will be prorated.

FY22 Example:
August – March - $3,750
April - $500 (1/10 of $5,000 base salary increase)
May - $500 (1/10 of $5,000 base salary increase)
May - $250 (AFY22 Regular Earnings Payment)
Total - $5,000

Yes, state funds should be utilized for the supplemental payments due to the increased appropriations provided in the Amended FY 2022 budget.

Individuals employed in an eligible position by another state of Georgia agency who transfer to an eligible position within the USG during the eligibility period may qualify for the supplement. The Human Resources department of the receiving USG institution should review and verify the employee’s eligibility. 

The USG Service Date will be utilized to determine their proration for the supplemental pay, if needed. 

Typically, if someone is in an active HR status and within the FMLA window or other protected leave (e.g., Military or parental leave), then they will be eligible for the supplemental pay. However, if no work is performed during the calendar year, the employee will not be eligible. Reference HRAP on Sick Leave without Pay. Any exceptions should be documented by the institution.

The date of termination should be used to determine eligibility. If employees remain in an active payroll status for at least one day during the pay period associated with the payment date, the employee is eligible for the pay supplement. If employees terminate before the pay period begin date, they are NOT eligible. Institutions may not change the separation or retirement date of an employee solely for the purpose of eligibility to receive the pay supplement or increase to base salary.

Non-exempt 

• Pay Period Begin:4/3/2022
• Pay Period End: 4/16/2022
• Check Date: 4/22/2022

Exempt 

• Pay Period Begin 4/1/2022
• Pay Period End 4/30/2022
• Check Date: 4/29/2022

Yes, grant funded employees are eligible for the pay supplement.

Yes, foreign nationals will be eligible for the pay supplement. Institutions should adhere to all immigration reporting rules and requirements for compensation, and should note that for some individuals, compensation cannot be changed without notice.

Contact your local Human Resources Representative, and they will review your concern.

• In April 2022, eligible employees will receive a one-time pay supplement of up to $3,750, which will be prorated based on the number of pay periods the individual was employed in an eligible position with the state between July 1, 2021, and April 1, 2022. 
• The remaining $1,250 will be included on the normal payment schedule to finish out the fiscal year. 

The one-time pay supplement will be included in eligible employee paychecks paid on April 22, 2022, for non-exempt employees (paid bi-weekly) and April 29, 2022, for exempt employees (paid monthly). 

In alignment with the State of Georgia’s approach, the supplemental payment will be processed and paid as a separate payment and will be taxed at supplemental rates established by Federal and State taxing agencies. These rates include 22% Federal withholding, 6.2% OASDI withholding (social security), 1.45% Medicare withholding, and State withholding. State rates will vary by state. Withholding at a flat rate percentage instead of the employee’s typical withholding percentage could have personal tax implications. 

No, the one-time supplement is NOT eligible for retirement benefits. The remaining amount that will be included on the normal payment schedule to finish out the fiscal year is eligible for retirement benefits.

Hourly employees will receive the one-time supplemental payment on April 22, 2022.  

The ongoing $5,000 cost of living salary increase (hourly rate increase of $2.40385/hour at 1 FTE) will be updated in job data effective April 3, 2022. 

All regular, benefits-eligible faculty and non-academic staff of the University System of Georgia Board of Regents who are actively employed on April 1, 2022, will be eligible to receive a $5,000 increase to base pay as a Cost-of-Living Adjustment (COLA). The increase will be prorated based on full-time equivalency (FTE).

Payments will be subject to all applicable FICA Taxes, Federal Income Tax, and State Income Tax. Federal and State Income tax will be withheld at the employee’s normal tax rate. 

Yes, the base pay increase is eligible for retirement benefits.

Yes, cost of living adjustments that are approved through the legislative budget process and USG policy may exceed the established range and should be documented by the institution.

The OSP (One-time Supplement Pay) earn code will be utilized for the payment.

In alignment with the State of Georgia’s approach, the supplemental payment will be processed and paid as a separate payment and will be taxed at supplemental rates established by Federal and State taxing agencies.  These rates include 22% Federal withholding, 6.2% OASDI withholding (social security), 1.45% Medicare withholding, and State withholding.  State rates will vary by state.  Withholding at a flat rate percentage instead of the employee’s typical withholding percentage could have personal tax implications.  

No, the supplement payment will NOT be included in an employee’s regular rate of pay calculation for overtime purposes.

Yes, the supplement payment is subject to applicable garnishment withholding requirements.

Yes, the supplement payment is considered taxable income and will be included in the appropriate taxable wage boxes on an employee’s W2. However, there is no special reporting requirement for the supplement payment, so it will NOT be a separate line item on the W2.

Yes, as long as the employee met the qualifying criteria and remains actively employed.

Payments will be subject to all applicable FICA Taxes, Federal Income Tax, and State Income Tax. In alignment with the State of Georgia’s approach, the supplemental payment will be taxed at supplemental rates established by Federal and State taxing agencies. These rates include 22% Federal withholding, 6.2% OASDI withholding (social security), 1.45% Medicare withholding, and State withholding. State rates will vary by state.