Cost of Living Adjustment

In July 2023, eligible Georgia Tech employees will begin receiving a $2,000 Cost of Living Adjustment (COLA) recently approved by Governor Brian Kemp and the Georgia General Assembly.  

The majority of pay adjustments will be completed in July, but there are many unique situations, such as mid-year hires, job changes, and leave statuses, that will require manual pay adjustments through the end of August.  

Note: The information below is current as of May 22. Updates are ongoing. Additional FAQs and details will be published as soon as they become available. 

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Who is eligible?

The $2,000 salary increase is for all active, regular, benefits-eligible faculty and non-academic staff at Georgia Tech. The increase will be prorated based on full-time equivalency (FTE). Employees not receiving benefits, including temporary workers and those working less than 30 hours per week, are not eligible for the increase. There may be exceptions to the eligibility population based on unit structure and funding. 

When will payments be issued?

  • Eligible employees paid biweekly will see the rate increase in their July 14 paychecks. 
  • Eligible employees paid monthly will see the rate increase in their July 31 paychecks. 
  • Eligible Faculty on academic year contracts will see the increase on their Aug. 31 paychecks. 

FY24 COLA Town Hall | May 24 - 10 a.m.

In case you missed it, here is the recording of our FY24 Cost of Living Adjustment Town Hall. Colleagues from Georgia Tech Human Resources and the Budget Office join Vice President and Chief Human Resource Officer, Skye Duckett. Together, they answer audience questions about the implementation of the increases. 

Click to view town hall slides. 

View Town Hall Recording

Frequently Asked Questions

If you have a question that is not listed below, please let us know and submit your inquiry here.

Eligibility FAQs     Timing and Pay FAQs   Funding and Budget FAQs  

Eligibility FAQs

1. Who is eligible for the salary increase?

The $2,000 salary increase is for all active, regular, benefits-eligible faculty and non-academic staff at Georgia Tech, Enterprise Innovation Institute (EII), and Georgia Tech Research Institute (GTRI) if they are actively employed on or before July 1. Newly hired Academic Year Faculty with effective hire dates after July 1 are not eligible to receive COLA. 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. There may be exceptions to the eligibility population based on unit structure and funding.

2. Are students eligible for the increase?

Temporary workers such as students, rehired retirees, and Tech Temps are not eligible.

3. Are part-time employees eligible?

Employees working less than 30 hours (less than .75 FTE) are not eligible. If the person is a regular, benefits-eligible employee working 30 hours or more (equal to or greater than .75 FTE) per week, they will receive the increase. Temporary staff and part-time staff working fewer than 30 hours per week are not eligible.

4. Are employees on limited term hire agreements eligible?

Yes, provided they are fully benefits-eligible, working 30 hours (.75 FTE) or greater and actively employed on or before July 1, 2023. 

5. If an employee moves from an eligible position to a non-eligible position (i.e., PT/Temporary position) on July 1, do they qualify to receive the COLA?

No, they must be actively employed in the eligible position on July 1 and be working a standard work week of 30 or more hours to be eligible for COLA

6. Will employees on interim assignment be eligible to receive COLA?

Yes, provided they are active regularly benefited and are working a standard work week of 30 or more hours.

7. Where can I see my increase?

After July 1, increases can be reviewed in Employee Self-Service of OneUSG Connect by selecting the “Payroll” tile, then the “"Pay” tile.

8. If an employee is eligible, will they receive a lump sum of $2,000?

No, eligible employees will receive an increase to their regular rate of pay. 

9. Will COLA be included in offer letters?

No, COLA should not be included in offer letters. Applicants should refer to program eligibility. See Offer Letter Guidance for FY24 COLA.

10. Are employees currently on paid leave of absence, unpaid leave of absence, and short work break eligible?

Yes, salary rate increases will be processed upon their return to active status.

11. Are Post Doctoral Fellows eligible for COLA?

Yes, Post Doctoral Fellows are eligible to receive COLA, provided they meet the eligibility criteria and pro-ratio rules.

12. How will the COLA increase in benefit premiums be processed for employees on benefits billing with Alight (unpaid leave of absence, suspensions)?

The COLA base salary adjustment will be loaded in OneUSG Connect with an effective date of July 1, 2023, but pay and premium increases will not take effect until they return to work.

13. How will the COLA affect summer semester salaries?

The $2,000 salary adjustment is only intended to cover the standard contract and not summer earnings. For faculty working during the summer, the salary should be set at the 33 and 1/3 threshold including the adjustment rate. Related Policy BOR 8.3.12.3 Summer School Salaries.

14. Are foreign nationals eligible to receive COLA?

Yes, provided they meet eligibility requirements and visa conditions.

15. Are employees with future hire dates eligible to receive COLA?

If the employee has an effective hire date no later than July 1 and they meet eligibility requirements. Those hired after July 1are not eligible to receive COLA

 

Timing and Pay FAQs

1. How will the base salary increase be taxed?

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.

2. Is the base salary increase retirement eligible?

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

3. Is an employee eligible for the salary increase if the resulting salary places them over the institution’s pay grade maximum for their job classification?

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. 

4. Will COLA be included in the offer letters?

No, COLA should not be included in offer letters. Applicants should refer to program eligibility. 

5. What is the effective date of the COLA?

The adjustment is effective July 1. 

  • Eligible employees paid biweekly will see the rate increases in their July 14 paychecks.
  • Eligible employees paid monthly will see the rate increases in their July 31 paychecks.
  • Eligible Faculty on academic year contracts will see their increases in their Aug. 31 paychecks. 
6. How does COLA affect any faculty promotion pay increases?

The promotion-related increases will be added to salaries before the COLA increase is applied. 

7. When will benefits premiums be increased based on the adjusted salary?

Employees who are paid monthly will receive the salary adjustment, benefits adjustment, and premium adjustment for short-term disability (STD), long-term disability (LTD), and supplemental life insurance (SLF) coverage reflected in the 07/31 pay date. Employees who are paid on a bi-weekly basis will receive the salary adjustment effective 7/1; however, the corresponding benefit and premium changes to STD, LTD, and SLF coverage will be reflected in the 07/14 pay date.

8. Will there be a pause on offers, promotions and reclassifications?

We are recommending units pause on internal offers, reclassifications, and promotions effective Thursday, June 1, 2023, until Monday, June 14, 2023. A pause will not be required for external offers.

 

Funding and Budget FAQs

1. What funding source should be utilized for the $2,000 increase to base pay?

Positions funded via Resident Instruction General Operations (GenOps)  (RIGO) have already received funding in the FY24 original budget. Departments with self-funded positions are responsible for funding the increase to base pay.