General University Reference Utility
POLICY'S INITIAL DATE: September 18, 1990
THIS VERSION APPROVED: December 21, 2004
To outline the procedure and establish guidelines for determining circumstances under which extra compensation is payable to exempt staff employees for extra noncontinuous assignments.
NOTE: This policy is not utilized for determining compensation when an individual is appointed in an "acting" capacity.
An exempt staff employee, by nature of his or her position, is considered to be available for work assignments without additional remuneration at times other than his or her regularly scheduled hours and appointments. However, there are circumstances under which it is in the University's interest to utilize such personnel for extra assignments with additional remuneration.
It is not permissible to use Supplemental II compensation to increase an exempt employee's base salary beyond the amount approved by OHR at the time of hire, or to pay Supplemental II compensation to augment general salary inceases in a particular year.
The determination of those unusual circumstances in which extra assignments and compensation are appropriate will be the responsibility of the staff member's budget executive in consultation with the Employment and Compensation Division. If there is a need for longer service, beyond a temporary need, this should be reflected in changes to permanent budgets and/or reallocations of staff time and effort. In no case should a budget executive approve supplemental compensation for work that is part of the exempt employee's job responsibilities.
The following general guidelines will apply:
For all extra assignments, an electronic Supplementary Compensation form (SUPP) is used to initiate and process compensation payments for Supplementary I and Supplementary II appointments. The SUPP form must be appropriately routed to the employee's home budget area for review and approval.