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Lump Sum Payments for Additional Work

In most cases, this would apply to additional work performed in an employee's department.

Lump sum payments are appropriate for additional work performed that is distinctly different and unrelated to the employee’s primary position that occurs within a short period of time (no longer than 6 months).

Requests for lump sum payments should be submitted to HR Compensation and will be processed and added to regularly scheduled pay checks.

Note: If it is determined that a non-exempt employee is eligible to receive a lump sum payment/bonus, they must be also compensated for any work over 40 hours in a work week. This must be at a rate of at least one and one-half their base rate and as part of regular payroll regardless of the nature or exemption status of the work performed.

For an ongoing situation, a department/supervisor should consider longer term options, such as requesting to incorporate the additional duties into the employee's primary position responsibilities and requesting a classification review to ensure the position is appropriately classified. Such a request should be submitted to the HR Business Partner via a revised position description and written explanation of the change in position duties.