The following are requirements for an exempt or non-exempt employee to be eligible to receive additional compensation:
- Additional services will in no way interfere with the primary duties of the employee.
- Payment must be at a reasonable rate of pay for duties performed.
- Non-exempt employees must be paid overtime for actual hours worked over 40 unless an employee undertakes, on an occasional or sporadic basis and solely at the employee's option, part-time employment for the public agency which is in a different capacity from any capacity in which the employee is regularly employed (29U.S.C. ยง207(p)(2)).
- Exempt employees are paid a regular salary and are not paid based on the number of hours worked. Exempt employment is a professional relationship whereby employees are given the flexibility to exercise professional judgment both in how and when the work is done. They are expected to meet operational needs and are evaluated on results achieved. Therefore, exempt employees do not normally receive extra compensation. However, exempt employees may in limited circumstances receive extra compensation from the University for work performed outside the employee's department/unit.
Additional compensation for additional services must be approved by the responsible administrator(s) prior to the employee performing additional services. The department/unit must complete a Request for Additional Pay (RAP), (Excel) and submit it through the appropriate administrative channels.