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Issued by: Human Resources
Date: August 2013
At times, grants underwrite innovative programs and projects at the College. Often, these programs and projects involve staff members. When a staff member's expertise can add value to a grant-funded program/project, the employee can be asked to undertake added work assignments. In order to qualify for the assignment, the following guidelines must be followed:
The participating staff member must have the qualifications, as determined by the project director, to participate in the program/project.
The participating staff member must have approval of his/her supervisor and VP.
A New Hire/Change Form must be submitted to HR along with description and time period of the assignment.
The grant-funded work must not be a substitute for assigned duties or duties already in the staff member's job description.
Staff will not receive additional compensation for working on grant-funded projects if the work falls within the scope of their regular job duties and responsibilities and can be done during their regular work schedule.
A staff that is classified as exempt under the FLSA and works less than 12 months may be compensated for grant-funded work performed during months the employee is regularly scheduled to be off work. In this case, the employee will be paid his/her regular weekly rate of pay for each extra week worked.
A staff that is classified as exempt under the FLSA and works full-time for 12 months per year and is required to work a significant amount of extra hours on a grant-funded project may be eligible for bonus pay.
A staff that is classified as non-exempt under the FLSA will be eligible for overtime pay if work on a grant-funded project requires the employee to work over 40 hours in a workweek. Employee will continue to be paid the same hourly rate for grant-funded work and will receive overtime pay based on that rate.