Supplemental pay is used to compensate regular, full-time employees for:
- Work performed outside of the employee’s normal work hours or the employee must use vacation hours or work a flexible schedule to accommodate completion of the supplemental work.
- Work performed for a different department than the employee’s home department or the duties must be separate and distinct from the employee’s primary position duties (see Personnel Policy 2.04).
Request supplemental compensation
Staff (CLS or SPF) Accordion Closed
All forms contain processing instructions, but these are general guidelines to consider before processing a supplemental pay request:
- Appropriate approvals must be obtained prior to making final arrangements for supplemental employment. Both the employee’s primary and supplemental work departments must approve all requests for supplemental payment. This includes the supervisor, the department head, the manager for the funding source, and the appropriate Provost, Associate Provost and/or Vice President. Additionally, the Office of Sponsored Projects must review all requests for sponsored projects.
- Once the appropriate approval signatures have been obtained, the form should be sent to the University Budget Office and then Human Resources for final review and processing.
- The maximum supplemental compensation hours allowed per fiscal year, per employee is 384 hours, or 312 hours per academic year.
Guidelines for Determining Supplemental Rate of Pay
If the employee is non-exempt, all supplemental work is subject to overtime requirements and must be at least one-and-a-half times the employee’s primary hourly rate.
When the supplemental work is within an employee’s assigned job classification in a department other than the employee’s assigned department, the supplemental compensation rate should be equal to the employee’s current rate of pay.
Compensation for supplemental work which is separate and distinct from the duties and responsibilities of the employee’s regular job description shall be within the pay range for the job classification that encompasses the supplemental work. For example, if an Office Specialist is performing supplemental work that is comparable to that of an Administrative Associate, the rate of pay for the supplemental work should be comparable to that of other Administrative Associates at the university.
Supplemental pay for faculty members is determined by the Office of the Provost.