Additional Pay and Interim Appointments

Additional Pay

Additional pay, also known as an add pay, may be available to compensate staff for work performed that is unrelated to the core responsibilities of their job.

All requests for additional pay must be reviewed in advance and approved by Human Resources to ensure fairness and consistency with the College’s compensation practices and policies, and legal compliance. 

Opportunities to assume duties outside an employee's typical responsibilities vary widely and are not easily reduced to a common formula or a single solution. To determine whether the College will provide additional compensation to an employee who has assumed new or additional tasks through an add pay, the following criteria will be evaluated and considered:

  • Additional responsibilities are temporary (generally less than one year).
  • Additional responsibilities are at a higher level or significantly different from the type of work performed regularly (i.e. a special project).
  • Add pays are not usually provided for supervisors taking on additional work as a result of their direct report resigning / temporarily being out unless the additional work is of substantial impact, volume or duration.
  • If a non-exempt employee assumes additional work, the employee may receive overtime for hours worked instead of an add pay when the work is similar and the additional work requires the staff member to work additional hours. If a higher rate of pay is warranted, a temporary adjustment will be made to the hourly rate, and the staff member will remain eligible for overtime. The College will comply with the Fair Labor Standards Act (FLSA) in making assessments with respect to overtime pay.
  • Managers will be asked to estimate the number of additional hours of work each week required to complete the additional responsibilities.
  • All add pay requests must be submitted with a short summary of the responsibilities being assigned.
     

Interim Appointments

Interim appointments are requested through the Search Waiver Process.

In determining add pays for Interim assignments, the following factors will be considered:

  • Whether the employee will be assuming full or partial responsibilities of the open position and the current workload of the open position
  • Whether the employee's normal job duties will be redistributed
  • The differential between the employee's current salary and the salary of the position in which they are acting