Christine,

This is another point that relates to consistency.

As institution employees, they are all subject to the same institutional pay scales/raises/policies, e.g. you can not write yourself a raise just because you are compensated with grant funds.

We routinely budget a higher COLA in grants than we expect to receive as a CYA measure.

Larry

~~~~~~~~~~~~~~~~~~~~~~~
Larry Waxler, Director
Office of Sponsored Programs
University of Southern Maine
1 Chamberlain Avenue
P.O. Box 9300
Portland, ME  04104-9300
Telephone: 207-780-4413
Telefax: 207-780-4927

>>> "Hempowicz, Christine" <xxxxxx@BRIDGEPORT.EDU> 11/22/2013 9:45 AM >>>
Here's a twist - what if the grant has a COLA in the approved budget that is higher than the institutional COLA?

Christine Hempowicz, Ed.D., CRA
Director, Office of Sponsored Research and Programs
IRB Administrator
Editor, Breakthroughs
Adjunct Faculty
University of Bridgeport
Wahlstrom Library, Room 716
xxxxxx@bridgeport.edu
(203) 576-4973

From: Research Administration List [mailto:xxxxxx@lists.healthresearch.org] On Behalf Of Bristow,Judy L.
Sent: Friday, November 22, 2013 8:59 AM
To: xxxxxx@lists.healthresearch.org
Subject: Re: [RESADM-L] OMB question

Mary Ellen,

Katie is absolutely correct.  Another way to look at it from an institutional perspective is that employees should not benefit or be penalized based upon their source(s) of funding as they are all employees of the same institution; therefore, all must abide and be governed by institutional policy.

Judy

From: Research Administration List [mailto:xxxxxx@lists.healthresearch.org] On Behalf Of Watkins-Wendell,Kathryn A
Sent: Thursday, November 21, 2013 8:50 PM
To: xxxxxx@lists.healthresearch.org<mailto:xxxxxx@lists.healthresearch.org>
Subject: Re: [RESADM-L] OMB question

Mary-Ellen - Cost Accounting Standards in A21 addresses consistency, which is what you are referring to.   Unless you have a policy to the contrary, employees should be treated consistently regardless of source of funding.  I went through this about two years ago and asked the listserv, so you may be able to find additional information in the listserv's archives

Best regards,
Katie
Kathryn Watkins-Wendell, M.Ed., CRA
Assistant Vice President
Office of Research Administration
The University of Akron, Akron, OH 44325-2102
330-972-6764
Assistant:  Kathryn Evans, xxxxxx@uakron.edu<mailto:xxxxxx@uakron.edu>, 330-972-8579

From: Research Administration List [mailto:xxxxxx@lists.healthresearch.org] On Behalf Of Mary-Ellen Fortini
Sent: Thursday, November 21, 2013 6:33 PM
To: xxxxxx@lists.healthresearch.org<mailto:xxxxxx@lists.healthresearch.org>
Subject: [RESADM-L] OMB question

Is there something in an OMB Circular that talks about treatment of employees on grants - i.e. that we have to treat those employees in the same manner that we treat our regular, university funded employees?  So, if we give a 2% merit pool to our university employees, we have to allow for the same for the federal grant funded employees.

--
Mary-Ellen Fortini, PhD
Director of Sponsored Projects
St Joseph's Hall, 116
Santa Clara University
Santa Clara, CA 95053
408-554-4806 (phone)
408-554-2389 (fax)

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 Instructions on how to use the RESADM-L Mailing List, including
 subscription information and a web-searchable archive, are available
 via our web site at http://www.healthresearch.org (click on the
 "LISTSERV" link in the upper right corner)

 A link directly to helpful tips:  http://tinyurl.com/resadm-l-help
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======================================================================
 Instructions on how to use the RESADM-L Mailing List, including
 subscription information and a web-searchable archive, are available
 via our web site at http://www.healthresearch.org (click on the
 "LISTSERV" link in the upper right corner)

 A link directly to helpful tips:  http://tinyurl.com/resadm-l-help
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