Dual Employment describes a situation when an office/clerical, laboratory/technical or service employee works hours for a department or school/division other than the department where he or she is regularly employed.
(NOTE: Non-exempt employees are not allowed to hold additional appointments if those appointments are salaried, i.e., Instructor/Adjunct or Grader. Non-exempt employees must be paid for all hours worked. The following object code combinations are not permissible: 104/112, 114/112, 106/112, 116/112, 107/112 or 117/112.)
Before employing someone in a second job the Human Resources Representative for that second job must get approval from the Human Resources Representative for the first job. Additionally, if the employee is being paid for the second job at an hourly rate different from his or her regular rate of pay, the Compensation Office must approve the second rate before a commitment is made. When processing dual employment paperwork or when calculating dual employment pay rates, the following rules apply:
- If the hours worked on the primary job are less than 35, then the hours worked from the second job are paid at straight time up to 35 hours total for both jobs. Any hours from the second job over 35 hours are paid as overtime.
- If the hours worked on the primary job are 35 or more, all hours from the second job are paid as overtime.
- When the pay rates for the primary job and the second job are the same, then any hours over 35 are paid at the rate of time and a half.
- When the pay rate for the primary job differs from the pay rate of the second job, the overtime rate for the second job is based on a special rate provided by federal law which is an averaging of hours worked from both jobs. As a result the overtime rate changes as the number of hours worked increases or decreases.
The special rate is calculated as follows:
a) Multiply the hourly rate for the primary job by the hours worked on the primary job; multiply the hourly rate for the second job by the hours worked on the second job; total the hours and total the pay for both jobs.
b) Divide the total pay by the total hours to get the weighted average hourly rate.
c) Multiply the weighted average hourly rate by 1.5 to get the overtime hourly rate for the second job. The overtime rate for the second job is time and a half the weighted average hourly rate.
Overtime hours from the primary job are not included in totals used to calculate the weighted average hourly rate. The overtime rate for the primary job remains time and a half of the employee’s regular rate. Only paid time (including vacation, holidays, etc.) and excluding sick days are counted as hours worked for the purpose of computing overtime.
For additional information, see the Reporting and Record Keeping policy.