Elementum

Compensation Framework.

Get to fair, lawful pay you can defend, by working through the questions rather than being handed numbers, because pay is local and legally bounded.

For pay below the executive. The executive director's own pay is the board's to set and approve, and routes to the board and governance work.

For each staff role

What do similar organizations in your area pay for this role? Find two or three real comparisons

What can your budget actually bear for it?

Set a range, a floor and a ceiling, that is both fair and affordable

The legal basics for each role

If you are unsure on any, that is a flag for the compliance step and a professional.

Employee or independent contractor, honestly, by the legal test, not by convenience?

If an employee, exempt or non-exempt from overtime?

Does the pay meet minimum wage and overtime rules where you operate?

The fairness test: line up your roles and pay side by side. Do the relationships make sense, and could you explain any of them to the person paid least? If not, fix it before it becomes a grievance. And if you cannot afford lawful, fair pay for a role at all, that is a funding reality, not a pay-design one; take it to the money and financial-health work.

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Uses the Job Description Builder. Flags questions for the Employment Compliance Checklist. Back to the guide, or start over.