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Additional Compensation

From time to time, it may be necessary for employees to take on responsibilities that are distinctly separate from or in addition to their primary position. Appropriate compensation for the nature of these assignments will be determined by Human Resources and the employee's manager on a case-by-case basis.

An exempt employee, by nature of his/her position, is considered to be available for work assignments without additional remuneration at times other than his/her regularly scheduled hours. However, there are circumstances when additional payment may be appropriate.

A non-exempt employee who takes on additional duties will be paid for all hours worked.  If a change to their hourly rate is approved by HR, the new rate must be paid on all hours worked, including overtime.

  • A supervisor must consult with their HR Business Partner before establishing payment or committing to pay an employee for additional duties. This communication must occur prior to any communication with the employee.
  • Compensation for additional duties may be different than the employee's regular compensation. The department hiring for the additional duties will determine the compensation for the additional duties in consultation with their HR Business Partner.
  • There are four different methods for compensating additional work:
    1. secondary or overload position for work that is being performed on an ongoing basis and is distinctly separate from and unrelated to an employee’s primary position
    2. lump sum payment for additional work within a short period of time or
    3. An acting/interim rate for a staff member who temporarily assumes responsibility for, and performance of, another position at a significantly higher level/scope than current position in addition to his or her primary position responsibilities.
    4. A one-time bonus for accomplishing extraordinary and above normal expectations of the basic duties of the job.

The performance of work outside an employee's regular duties or department should not conflict with or reduce effectiveness of the employee's performance of his or her primary position responsibilities.

All decisions regarding the appropriateness of additional compensation or secondary jobs (below) must be approved by Human Resources.  Funding for these changes must be approved by the Office of Planning and Budget.