Current through all regulations passed and filed through September 16, 2024
The version of this rule that includes
live links to associated resources is online at
http://www.ohio.edu/policy/41-002.html
(A)
Overview
The purpose of this policy is to define
the various types of additional compensation, set limits on amounts, establish
criteria for determining when additional compensation is appropriate, as well
as to describe an approval and exception process for these
payments.
The university recognizes the need to
provide additional compensation to pay employees for services beyond the scope
of their normal job duties. This policy defines the various types of additional
compensation and the eligibility criteria to receive these types of
payments.
Implementation of this policy should
help to avoid the following:
(1)
Inconsistencies within a planning unit in treatment of
faculty and staff (e.g., payment versus non-payment for the same kind of
work).
(2)
Assurances of additional compensation at the time of
appointment as opposed to indications that such compensation may be
available.
(3)
Failure to achieve full understanding among all
concerned regarding such issues as the nature of duties for which additional
compensation will be paid, the duration of an additional compensation
assignment, and the amount of compensation to be paid for each
assignment.
(B)
Types of additional compensation
(1)
Additional salary
faculty -
payment to faculty who perform an administrative function
for ongoing work that follow their academic year pay for duties beyond
teaching, typically nine month term. Both full-time and part-time faculty are
eligible for this type of additional compensation.
(2)
Additional pay
short duration faculty -
payment to faculty who perform an administrative function
for ongoing work for a period of time less than a full academic year. Both
full-time and part-time faculty are eligible for this type of additional
compensation.
(3)
Fiscal increment -
payment to chairs,
deans or directors made on a fiscal year basis. This type of additional
compensation is only eligible to full-time faculty Orleans, and is raise pool
eligible.
(4)
Instructional overload faculty -
payment for
teaching over and above one's current teaching load as defined by departmental
workload policy. Total of all combined overloads cannot exceed twenty-five
percent of base salary within a fiscal year without provost office approval.
Can include payment for course development, grading and advising/mentoring if
advisor is a faculty member. Only full-time faculty are eligible for this type
of additional compensation.
(5)
Non-instructional
overload faculty -
payment made to faculty who perform administrative
functions. Total of all combined overloads cannot exceed twenty-five percent of
base salary within a fiscal year without Provost office approval, office
approval. Examples of activities could include professional/ consulting
services outside of the scope of the primary position: attending a conference,
program or event for professional development, program review. Only full-time
faculty are eligible for this type of additional compensation.
(6)
Additional salary
administrative -
payment for additional duties/assignments that are
administrative in nature but not included in the general job description.
Payment for additional salary will follow their regular scheduled pay as
defined by the employee's appointment duration, must be non-teaching related
and approved in advance by compensation.
(7)
Additional pay
short duration administrative -
payment for
additional duties/ assignments that are administrative in nature but not
included in the general job description for a period of time less than the full
fiscal year, must be non-teaching related and approved in advance by
compensation.
(8)
Instructional overload administrative and classified
-
any
additional work performed by a full time administrative or classified employee
during the period of their contract that is out of scope of their position
description and is teaching related in nature (defined by STRS). Includes
payments for teaching, course development duties, grading, advising or
mentoring. In order to comply with the overtime pay provisions of the Fair
Labor Standards Act (FLSA). planning units must complete the "Overload
Calculator for Hourly Employees" form for all hourly employees receiving
additional compensation. This ensures overtime pay, if required, is factored
into the amount of additional compensation provided at the appropriate pay
rate.
(C)
Additional compensation conditions
Additional compensation will be
permitted when each of the following conditions are met:
(1)
The proposed
additional compensation assignment is "professional" (i.e., within the contract
person's area of expertise) as determined by the department chair and dean or
by other appropriate administrative officers.
(2)
The proposed
additional compensation assignment serves the objectives of the
university.
(3)
The individual under consideration is able to complete
their regularly appointed duties and assignments adequately.
(4)
There are no
other known responsibilities of higher priority within the university which the
individual is soon to assume and which would conflict with the proposed
additional compensation assignment.
(5)
The proposed
additional compensation assignment cannot be handled by something other than
direct monetary compensation (e.g., by reduced teaching load; by joint
appointment; by trade-off of duties with other faculty or staff personnel;
etc.).
(6)
There has been full communication to the department
chair and approval by the dean (or other appropriate administrative officers)
prior to discussing the assignment with the employee and prior to any work on
the additional compensation assignment commencing.
(7)
Total additional
compensation in the form of overloads should not exceed twenty- five percent of
fiscal year base pay without provost approval.
(8)
Additional
compensation paid to employees may not be charged to grant funds unless the
grant specifically allows.
The proposed additional compensation
assignment and the amount of additional compensation must have the approval of
the department chair, the dean, the provost, or of other appropriate
administrative officers. Approval must be obtained prior to services being
performed.
The version of this rule that includes
live links to associated resources is online at
http://www.ohio.edu/policy/41-002.html
