Richmond Home

Secondary Jobs

An employee may be compensated for work unrelated to and distinctly separate from their primary job, which is performed outside the normal work day. Secondary jobs can be utilized for employees working two part-time jobs or one full-time (38.75 or 40 hours a week) job plus a part-time job. Secondary jobs can be regular staff positions, temporary positions, or on-call positions. Hours worked in a regular (not temporary or on-call) secondary job are considered when determining benefits for employees that are regularly scheduled to work at least 1511 hours per calendar year (30 hours a week for a 12 month period or 38.75 hours a week for a 10 month period). Employees performing work in a secondary job should be compensated based on position level, an employee’s skill, knowledge and experience and internal equity.

Secondary job guidelines vary depending on the Fair Labor Standards Act exemption status and are as follows:

Non-exempt
Secondary jobs can be used for non-exempt employees working two part-time jobs or for non-exempt employees working a full-time job and a second job in a different department at the University. All non-exempt secondary jobs must be paid hourly and not on a salary basis. Employees have a duty to report that they are accepting a secondary job to their primary job supervisor prior to beginning work.

  • Working two part-time jobs at the University – When an employee works two part-time jobs at the University, one job will be designated as the primary job and the other as secondary. The designation of primary or secondary job should remain stable regardless of schedule changes that may occur throughout the academic year. The department funding the secondary job is responsible for overtime payments for work performed above 40 hours within a scheduled work week.
  • Working a full-time (38.75 or 40 hours per week) job and a second job in a different department at the University – An employee who has a full-time (38.75 or 40 hours/week) job at the University is eligible to work in a secondary job; however the full-time position is always deemed primary. Another department at the University may hire the employee on a part-time basis in a secondary job. Compensation for the secondary job should be based on position level, an employee’s skill, knowledge and experience and internal equity. The department funding the secondary job is responsible for overtime payments for work performed above 40 hours within a scheduled work week. Employees may not hold two positions resulting in more than 60 hours of scheduled work per week

NOTE: Blended rates for overtime will be used when an employee has two jobs that are compensated at different pay rates.

Exempt

Part-time
An employee in an exempt part-time position (reg. scheduled less than 1.511 hours per year) can have a secondary job only if it is exempt. Both primary and secondary positions must be exempt and cannot exceed one FTE (full-time equivalent).

Full-time
Overload jobs are used for full-time (38.75 hours per week) exempt employees only. When an exempt employee works their primary position schedule and performs additional exempt level duties on a regular basis that are unrelated to, and distinctly different from their primary position, they are eligible for an overload job. Compensation received for overload jobs is not eligible for benefits. The HR Business Partner should be consulted to determine the appropriate amount of pay based on the level and nature of work performed.

Staff Compensation for Instructing Academic Courses
A staff employee may be allowed to instruct an undergraduate or graduate course with VP level approval. Compensation for this additional work should be similar to that of an adjunct faculty for comparable instruction.