Compensation Procedures
2. Additional Compensation
Additional compensation may be given to staff employees in exempt positions whose workload has significantly deviated from the job’s normal expectations.
Examples of significant deviations include:
- long-term special projects;
- assigned work in another department; and
- performance of a specific function that is significantly different from the position for which the employee was originally hired.
The total additional compensation shall be paid:
- in a fixed amount, not on an hourly basis;
- based on the conditions/terms of an agreement that is written and signed in advance; and
- at the time the service is provided.
Supervisors may contact Human Resources for guidance in processing additional pay.
If any portion of the total compensation paid by the University is from federal grants and contracts, the additional compensation is subject to approval by the Office of Sponsored Projects.
Employees in non-exempt positions are paid over-time pay for additional hours worked and are not eligible for additional compensation.
RESPONSIBILITY:
- Deans, Directors, Department Heads and Supervisors
Responsible for preparing a written agreement in advance outlining the conditions/terms for the additional compensation.
Responsible for obtaining approval and submitting an Additional Compensation Form to the Payroll Office.
- Human Resources
Responsible for providing guidance to department administrators wanting to reward employees in exempt positions with additional compensation.
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