PART 1: RULE PERMITTING SUPPLEMENTAL COMPENSATION

Supplemental compensation may be paid to faculty and staff acting in the capacity of a professional/faculty employee for an additional assignment performed during normal university working hours, providing that assignment is (1) clearly outside the scope of that person’s regular teaching, research and service responsibilities; and (2) does not interfere with those responsibilities.  Such time will be counted against a faculty member’s allowed consulting time and must be approved in advance by all cognizant administrators, including the provost and chief academic officer.  Additional compensation is submitted for approval by the completion of an E-Hire Form.  This compensation may be authorized in addition to regular salary for those employees exempt from overtime provisions of the Fair Labor Standards Act and is used to authorize payment for consulting, workshops, etc.  Supplemental compensation will not be paid solely on the basis that the salary has been budgeted into the agreement.

PART 2: SUPPLEMENTAL EMPLOYMENT GUIDELINES

1. Applicable only to faculty, or those staff acting in the capacity of a professional/faculty employee.
2. Applicable only to employees currently employed during the period when the supplemental compensation was earned.
3. The rate of pay should not exceed the employee’s current rate of pay in the employee’s primary job assignment. Under those special circumstances where a request exceeds the employee’s rate of pay, a special memo of justification approved by the Office of the Provost and Chief Academic Officer must be attached to the form.  Hours worked (a) should not exceed a reasonable percentage of full-time hours (Any percentage greater than 50 percent must be justified in an attached memo); (b) must be properly documented per grant/contract requirements.
4. Only in unusual cases may an exempt staff and faculty member be paid to work on a grant or contract, as consultants or otherwise, if that effort results in payment in excess of 100 percent FTE unless specifically provided for, as supplemental compensation, in the agreement or approved in writing by the sponsoring agency. For federal grants and contracts, approval will normally be granted only if two conditions exist:
   1. The work is across departmental lines or involves a separate or remote location; and
   2. The work performed by the employee is in addition to the regular departmental workload.