Rule Administrator: AVP Human Resource Services

7.10 – Area/Shift Differentials

PART 1: SHIFT DIFFERENTIAL PAY (NONEXEMPT) Work schedules are divided into three, 8-hour shifts in any 24-hour work day.  Normally, the daytime shift receives the base rate of pay; the second shift (swing) receives a $.10 per hour pay differential; the third shift (graveyard) receives a $.40 per hour pay differential.  Any granting of differentials…
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7.11 – Multi-lingual Pay for Non-Exempt Staff

In facilities or offices where the employer deems it necessary to have on staff multi-lingual employees to facilitate communications with members of the public, and employees on staff assigned to the facility are available and capable of fulfilling such need, the university may designate a sufficient number of employees in the assigned work force to…
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7.12 – Hardship Differential Pay

PART 1: RULE STATEMENT Hardship differential pay is extra compensation occasionally paid to employees assigned to work for a fixed period of time on a specific project to meet an objective, and under extraordinary working conditions.   PART 2: PROCEDURAL GUIDANCE Management should attempt to schedule staff and faculty such that excessive overtime and hardship…
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7.13 – On-call Pay for Non-Exempt Staff

The university may assign and employee to on-call status in accordance with the following: PART 1: ON-CALL STATUS An employee is assigned to on-call status in circumstances where the time expended will not constitute compensable hours worked under the Fair Labor Standards Act shall be paid “on call” pay in the amount equal to $1.00…
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7.14 – Call-back Pay for Non-Exempt Staff

On–call employees who are required to return to work, or those other employees who are called back to work on a regularly scheduled on-duty day after going off-duty or who are called to work on a regularly scheduled off-duty day, shall be guaranteed a minimum of two (2) hours of pay for the actual time…
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7.15 – Staff Degree Achievement Recognition

Half-time or greater regular staff employees and faculty with above-average job performance who earn degrees from an accredited institution of higher education during their employment will be rewarded in appropriate ways whenever possible. Guidelines for this program are: An employee will receive recognition only once for each type of degree awarded (i.e., associate’s, bachelor’s, master’s,…
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7.20 – Staff Overtime Pay or Comp Time

PART 1: EMPLOYEES EXEMPT FROM OVERTIME Any individual employed in a bona fide executive, administrative, or exempt capacity, as defined by the Fair Labor Standards Act, may be exempted from compensatory time or payment of overtime.  Employees so exempted shall be termed exempt.  All other categories will be termed nonexempt.  Exempt/nonexempt status will be determined…
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7.21 – University Closure Pay

Personnel designated as essential to university operations may be required to work during a university closure, pursuant to ARP 16.09 – University Closures – Authority and Required Notifications.  In such cases, nonexempt personnel who are required to work will receive closure pay (one and one-half times the employee’s regular rate of pay) for the hours…
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7.52 – Staff Reclassification

The level and/or grade of positions are determined by the Office of Human Resource Services as authorized by the executive vice president and provost.  The Office of Human Resource Services may direct, through the executive vice president and provost, that duties be added, taken away or reassigned from existing positions in order to correspond with…
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7.53 – Additional Compensation for Supplemental NMSU Employment

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…
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