S.4 Task Pay for Staff Employees

From time to time, staff employees may be asked to temporarily assume additional duties within their existing department or division related to but not specifically outlined in their standard job description. When this occurs, consideration will be given to providing additional compensation for the additional duties based on the classification of the employee’s position.  

Conversely, staff who assume additional duties outside the scope of their department or division may need to be hired into an additional job through the concurrent employment process as outlined in E.2.15 Concurrent Employment in the Faculty and Staff Handbook.  

Determination for Additional Compensation 

Non-Exempt Staff 

Non-exempt staff will be compensated by earning compensatory time for hours worked over 40 in any given work week for assuming temporary additional duties related to but not specifically outlined in their standard job description. More information about compensatory time can be found in section E.3.10 Compensatory Time and Overtime for Non-Exempt Staff. 

When non-exempt staff temporarily assume duties of an exempt position, a task pay review should be requested following the process outlined for exempt staff.  

Exempt Staff 

A task pay review should be requested when an exempt staff employee temporarily assumes additional duties within their existing department or division for more than 30 days. Requests should be submitted for review before additional duties are assigned. The following criteria will be assessed when determining the level and duration of the requested task pay:  

• Current job description and extent of additional duties assumed 

• Additional time involved in performing additional duties 

• Expected duration of additional duties 

• Compensation requested 

Task pay review process:  

Information needed for the review must be submitted by the manager, with approval from their chain of command through the vice chancellor level, to the Director of Human Resources prior to the assignment of additional duties. The Director of Human Resources or their designee will review information provided, gather any necessary additional information, and the provide feedback and a recommendation for task pay back to the appropriate vice chancellor to whom the employee reports for final review and approval. Results of the review will be communicated to the direct supervisor who will communicate the results to the employee. The following are possible outcomes of the review:  

• Task pay will be awarded to the employee and the employee will assume the additional duties, 

• Task pay will not be awarded to the employee therefore the employee will not assume additional duties and/or the assumption of additional duties will be for less than 30 days,  

• Employee’s duties will be permanently modified which will result in a reclassification review as described in E.3.1.3 Reclassification Review Process.  

S.4 Added September 2025