South Dakota Employment Compensation Package
Description
How to fill out Employment Compensation Package?
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FAQ
There is no law in South Dakota requiring any employer to carry workers' compensation insurance. However, it is highly recommended. An uninsured employer may be sued in civil court by an injured worker.
The estimated total pay for a Professor at University of South Dakota is $100,114 per year. This number represents the median, which is the midpoint of the ranges from our proprietary Total Pay Estimate model and based on salaries collected from our users. The estimated base pay is $100,114 per year.
Average Salary in South Dakota Annual SalaryMonthly PayTop Earners$86,064$7,17275th Percentile$72,497$6,041Average$57,105$4,75825th Percentile$41,712$3,476
Average University of South Dakota hourly pay ranges from approximately $10.17 per hour for Student Worker to $27.23 per hour for Corporal. The average University of South Dakota salary ranges from approximately $25,592 per year for Graduate Researcher to $100,430 per year for Associate Director.
Average South Dakota State University hourly pay ranges from approximately $12.67 per hour for Staff Assistant to $26.89 per hour for Information Specialist. The average South Dakota State University salary ranges from approximately $22,500 per year for Engineer to $87,001 per year for Compliance Officer.
South Dakota does not have any required number of hours to be full-time. So, it is up to each company to set how many hours an employee must work to be part-time or full-time. Employees should contact their supervisor to find out if they are considered full-time or part-time at their job.
How much does a Mba make in South Dakota? As of , the average annual pay for the Mba jobs category in South Dakota is $126,648 a year. Just in case you need a simple salary calculator, that works out to be approximately $60.89 an hour. This is the equivalent of $2,435/week or $10,554/month.
Employment relationships in South Dakota may be 'terminated at will,' which means an employer does not need a specific reason to fire an employee. This is the same concept as an employee not needing a specific reason to quit a job. Generally, the only exceptions to this rule are when: A contract for employment exists.