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For additional jobs and payments for faculty, see COE: Additional Employment and Allowances.
Resources for staff and student additional jobs
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Powerpoint |
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name | February 2023 HR Spectrum - additional jobs.pptx |
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borderColor | #BF5700 |
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titleColor | #ffffff |
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borderWidth | 2 |
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borderStyle | solid |
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title | Useful links |
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Auibutton |
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title | Additional & Sporadic Job Matrix |
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type | subtle |
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url | https://utexas.app.box.com/s/iqjsra8jeijtnq4bufk6ne3txswdlbv7 |
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target | true |
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Auibutton |
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title | Staff Additional Job Form |
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type | subtle |
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url | https://utexas.app.box.com/s/ftirn053xmnh7u335asvuwsb1u08jjjl |
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target | true |
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Auibutton |
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title | Staff Additional & Sporadic Employment Decision Tree |
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type | subtle |
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url | https://utexas.app.box.com/s/u17flxpzkteibftoailgnc6xrap15pz4 |
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target | true |
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Powerpoint |
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name | JUNE 2021- HR Spectrum - Add Job comments excerpt.pptx |
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| Scenario AEmployee A was hired to speak at a conference and attend the full day to answer questions. They do not have another assignment with the university. The department would like to pay them $500 for the 8-hour day. How would you process this employment? Answer- Department should determine whether to use an exempt or non-exempt job profile (you can partner with SWS to determine a right fit)
- Employee classifications will reflect part-time and fixed term
- The employee is hired effective the first day worked (in this example, the day of the conference)
- The employee will be hourly based on 8 hours of work:
- $500 / 8 hours = $62.50 per hour
- The employee should complete a timecard for the day worked (or department HR can complete on their behalf)
- Process payroll as usual
- Terminate the employee effective the day after the conference
Scenario BEmployee B is a full-time (40-hour) non-exempt employee in the Dean’s Office. Another department in the same college would like to hire them for 10 hours per week due to a vacancy. The additional job will also be non-exempt performing similar duties. How would you process this additional employment? AnswerIf additional job has similar duties to primary job: - Department should select the appropriate non-exempt job profile for the work
- Enter as an Additional Job in the other department
- Employee type: Variable, 0 scheduled hours
- Classification denotes “Additional (similar duties) overtime eligible”
- Payment via hourly plan (overtime) and TRS eligible
If the employee will be performing dissimilar duties, they would not be overtime eligible. Example scenario: An administrative assistant will be ushering performances at the Moody Center. - To process dissimilar duties add job:
- This is still processed as and Add Job > Variable > 0 Scheduled Hours
- Classification denotes “Additional (dissimilar duties) not overtime eligible”
- Payment via hourly plan (no overtime) and TRS eligible
Scenario CEmployee C is a full-time exempt employee in the research department. Another CSU wants to hire the employee to complete a one-time job. The job will utilize their expertise for an undetermined number of hours. They would like to pay the employee via a one-time payment for $1000. How would you process this employment? Answer- Department should select the appropriate exempt job profile for the work (you can partner with SWS to determine a right fit)
- Enter as an Additional Job in the other department
- Employee type: Temporary, 0 scheduled hours
- Classification denotes “Exempt-Additional Services/Work (One time payment) eligible”
- Payment via one time payment in the month where work was completed/began
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