SCOPE: ALL NONEXEMPT STAFF

Issued: 4/1/00

Revised: 1/01/07

1. Purpose: To provide guidelines for the compensation of staff employees who are:

1.1 non-exempt,

1.2 assigned temporary or interim duties the duration of which shall be for no less than six (6) weeks and not more than six (6) months in duration, and

1.3 these duties shall be from a position of greater responsibility than their present assignment.

2. Definition: Replacement compensation is defined as remuneration or payment to a regular employee who, in addition to his or her current job duties, is temporarily assigned duties of a higher responsibility as the result of a termination, resignation, or layoff. Temporary shall refer to an assignment of not less than six (6) weeks or more than six (6) months. Overtime is defined as all work hours in excess of 40 hours in the regular work week. Compensatory time is leave time granted in lieu of overtime payment; it is granted at the rate of 1.5 times the number of hours worked in excess of 40 hours in the regular work week.

3. Conditions: The following conditions shall apply:

3.1 Lateral or Downward Job Duties. When additional temporary duties and responsibilities render a position unchanged, i.e., lateral or downward job tasks, no additional monetary compensation will be authorized.

3.2 Exempt and Nonexempt Assignments. When the additional temporary duties and responsibilities are for an exempt position, a review of the total workload of the individual must be done. If 80 per cent or more of the new total assignment is exempt work activity, then the employee will be eligible for the replacement compensation rather than overtime/compensatory leave.

When the additional temporary duties and responsibilities are non exempt in nature, the employee performing those duties will only be eligible for both State and Federal compensatory time for all work in excess of 40 hours rather than replacement compensation.

3.3 Changes in Excess of Eight (8) Months. Changes of assignments to more complex duties/responsibilities which shall exceed the eight (8) month definition of temporary are not addressed by this policy. See the policy addressing Position Classification.

3.4 Primary Job Retention. The employee receiving remuneration or compensatory time under this policy shall retain the primary job assignment in addition to the temporary or interim assignment.

3.5 Position Review. If at the end of the eight (8) month period, the vacant position has not been filled, the situation shall be reviewed for (a) continuation, (b) restructuring, (c) reclassification if applicable.

4. Policy Administration:

Interpretation of and issues arising under this policy shall be the responsibility of the Vice President of the represented area in conference with the Associate Vice President for Human Resources.