Staff Supplemental Pay Guidelines

When staff members are assigned temporary additional responsibilities that last at least 30 consecutive days, additional compensation in the form of supplemental pay may be warranted in some circumstances. This could be the case if an employee were to take on a temporary assignment resulting in significant additional duties beyond their normal workload.

In general, temporary duties qualifying for extra compensation are those assigned for a minimum of one month to a maximum of 12 consecutive months. If the additional assignments are to extend longer than 12 months, supervisors should consult with Human Resources to discuss compensation options going forward.

When considering supplemental pay, supervisors should be mindful of potential internal equity issues. Additionally, supervisors must consult with Human Resources regarding overtime issues before providing significant additional responsibilities for non-exempt employees which are reasonably anticipated by the supervisor to require the employee to work outside the normal hours of employment. Supervisors should set expectations for overtime work in advance. It is the immediate supervisor’s responsibility to consult the relevant policies and procedures of the university when awarding stipends to employees.

The amount of supplemental pay an employee may receive can vary greatly based on a number of factors: duration of assignment; responsibilities of the temporary role; employee’s skills, knowledge, and performance; and employee’s pay history. Supervisors should review supplemental pay decisions with Human Resources to determine the appropriateness of the request.