1. Policy Statement
Family Promise of Puget Sound (FPOPS) is committed to the ethical, equitable, and efficient management and allocation of all available resources. Aligning with our core values, including Social Justice and Dignity and Worth of the Person, FPOPS strives to provide compensation to its employees that enables them to meet their basic human needs and enhance their well-being. This policy outlines our commitment to referencing the Living Wage Calculation for Pierce County, Washington, as a benchmark to ensure our compensation practices support the financial stability of our team, consistent with our mission to support families experiencing homelessness in achieving self-sufficiency.
2. Purpose
The purpose of this policy is to define how Family Promise of Puget Sound structures employee pay and benefits, ensuring fairness, consistency, and transparency. Specifically, this policy aims to:
* Establish compensation standards that reflect the organization’s commitment to social justice and supporting the basic needs of its employees.
* Utilize objective data, such as the Living Wage Calculation for Pierce County, Washington, to inform compensation decisions.
* Promote financial stability among FPOPS staff, recognizing their vital role in serving families experiencing homelessness.
* Ensure compliance with applicable federal, state, and local wage and hour laws.
* Provide clear communication regarding compensation and payroll procedures.
3. Principles
Compensation practices at FPOPS are guided by the following principles:
* Fairness and Equity: Ensure compensation is fair and equitable, considering job responsibilities, skills, performance, and market data.
* Transparency: Clearly communicate compensation philosophy, practices, and payroll information to employees.
* Sustainability: Structure compensation within the organization’s financial capacity while pursuing sustainable growth.
* Compliance: Adhere to all legal requirements related to wages, hours, and employment standards.
* Mission Alignment: Align compensation practices with FPOPS’s mission, values, and strategic goals.
4. Living Wage Commitment
FPOPS is dedicated to supporting the financial well-being of its employees. To this end, FPOPS commits to referencing the Living Wage Calculation for Pierce County, Washington (as published by reputable sources such as MIT’s Living Wage Calculator or similar local credible research), as a benchmark for setting minimum compensation levels for all positions. While this calculation serves as a guide, actual compensation decisions will also consider:
* The organization’s current financial health and fundraising capacity.
* Market rates for similar positions within the non-profit sector and geographic area.
* The specific skills, experience, and performance of individual employees.
* Internal equity across positions within FPOPS.
5. Compensation Structure
FPOPS’s compensation structure typically includes base pay (hourly or salaried) and, where applicable, other forms of compensation such as paid time off and legally mandated benefits.
6. Compensation Practices
6.1. Pay Equity
FPOPS is committed to providing equal pay for equal work, without regard to gender, race, age, religion, disability, or any other protected characteristic. Compensation decisions are based on objective, job-related criteria.
6.2. Merit-Based Increases
Annual merit-based increases may be awarded based on individual performance, contributions to FPOPS’s mission, and the organization’s financial capacity. Performance evaluations will play a key role in determining eligibility and the extent of any merit increases.
6.3. Job Evaluation
Positions at FPOPS will be evaluated based on their responsibilities, complexity, required skills, and contribution to organizational objectives. This evaluation informs the establishment of appropriate pay ranges.
6.4. Market Referencing
FPOPS will periodically review external market data for comparable non-profit organizations in the Puget Sound region to ensure that its compensation structure remains competitive and attractive to qualified individuals.
6.5. Budgeting
Compensation expenses will be responsibly budgeted and managed to ensure the long-term financial health and sustainability of the organization.
6.6. Pay Structure and Components
Compensation will be structured to include clarity on how various pay components are determined, such as salaries, benefits, and potentially other elements like bonuses or merit increases, where applicable. Guidelines on supplemental workers, such as temporary employees or contractors, will also be considered.
6.7. Fairness and Consistency
Compensation decisions will be made based on business factors and objective criteria rather than personal reasons, biases, or prejudices, ensuring employees are treated consistently.
6.8. Communication
This policy, general compensation practices, and detailed payroll information will be communicated to employees to ensure transparency, as outlined in the “Payroll Processing” section below.
7. Payroll Processing
FPOPS utilizes Gusto as its payroll provider to ensure accurate and timely compensation to all eligible employees.
7.1. Pay Period and Frequency
* Salaried Employees: Payday is every 15th and last day of the month.
* Hourly Employees: Payday is every 3rd and 18th of the month.
7.2. Workweek Definition
The standard workweek for payroll purposes for all employees begins on Sunday.
7.3. Direct Deposit
All employee compensation is disbursed via next-day direct deposit. Employees are required to provide their bank account information for this purpose.
7.4. Bank Descriptor
On employee bank statements, direct deposits from FPOPS payroll will typically appear with the descriptor “Family Promise of Pierce County.”
7.5. Paycheck Estimates
Employees have access to paycheck estimates through the Gusto platform.
7.6. Timesheet Management
These settings apply to US-based employees and contractors only, where indicated. Admins will always be able to view and edit timesheets for all workers.
* Clocking In and Out: Employees are able to clock in and out using the following methods:
* Gusto Time Kiosk (requires prior setup)
* Gusto mobile app (for US-based employees only; not available to contractors)
* Web (via gusto.com account)
* Employee Editing of Timesheets: Employees are allowed to make changes to their timesheets until their hours are approved.
* Note: Timesheet editing is not available on Gusto Time Kiosks.
* Reason for Edits: Employees are required to add a note or reason when making any edits to their timesheets.
* Edit Alert: An alert will be displayed on time entries where edits have been made.
* Contractor Editing of Timesheets: Contractors are always allowed to edit their timesheets. This is required to comply with US law, and blocking edits by contractors is not supported in Gusto.
8. Responsibilities
* The CEO and Program Directors are responsible for the overall implementation and oversight of this policy.
* Supervisors and relevant staff are responsible for understanding and applying this policy in hiring and compensation reviews within their teams, seeking guidance from leadership as needed.
* The organization’s leadership is responsible for regularly reviewing the Living Wage data and adjusting compensation strategies accordingly, within available resources.
* The designated payroll administrator is responsible for accurate and timely processing of payroll according to the schedules outlined in this policy.
9. Policy Review and Revision
This policy will be reviewed annually by the CEO and Board of Directors, or more frequently as needed, to ensure its continued effectiveness, relevance, and alignment with the organization’s mission, values, financial capacity, current Living Wage data for Pierce County, Washington, and payroll provider capabilities.