Purpose

This policy allows for special compensation for work performed by exempt employees in addition to their normal responsibilities.

Necessity of Employees Performing Additional Duties as Assigned

Exempt employees are paid a guaranteed salary for each workweek regardless of the hours worked. Occasionally exempt employees may be required to perform duties above and beyond their usual duties, or work may be available in other departments for which an exempt employee may be eligible for additional pay. For example, an exempt supervisor may have to perform the duties of a subordinate nonexempt employee while the subordinate employee is on leave or cover additional duties while other employees are on strike. 

Procedures

Before any exempt employee performs work in addition to regularly scheduled duties, the employee must receive prior written authorization from his or her immediate supervisor and human resources (HR). Work done by an exempt employee will be deemed part of the employee's regular exempt work unless the employee and his or her direct supervisor have previously established by clear documentation that the work qualifies for additional pay and that written approval was given for such additional pay.

Additional pay may be provided in the following situations:

• The additional work is within the employee's regular job category and will be paid within the regular pay range, but it is performed for another department (other than the employee's regular department) and beyond the employee's regular work schedule.
• The additional work is separate and distinct from the duties and responsibilities of the employee's regular job classification. In this situation, the pay rate will be within the range of the assigned pay grade of the job classification that encompasses the supplemental work or at a pay rate approved by HR.
• The additional work is of a special or one-time nature, making it infeasible to hire a temporary employee. The rate of pay will be determined at the time of the assignment.

The number of hours for additional compensation should not exceed 500 within a calendar year.

An additional pay form must be used to initiate and process additional compensation payments. This form can be accessed on the [Company Name] intranet or obtained from HR. Payments will be processed in the pay period following receipt of the additional pay form.