Compensation
Temporary Assignments and Supplemental Pay Process
Temporary assignments and supplemental pay may be necessary to ensure business continuity and address staffing needs for special projects. Below outlines the requirements for determining if a temporary assignment qualifies for supplemental pay and the process for requesting the assignment.
No work or services will start until HR approval is received.
Definitions:
| No Value | |||||||||
|---|---|---|---|---|---|---|---|---|---|
| Interim/Acting Appointments | when an employee assumes the responsibility and the delegation authority of a higher-level role on a temporary basis. Interim appointments are long term (exceeding 3 months) whereas Acting appointments are short term (less than 3 months). | ||||||||
| Additional Duties | when an employee temporarily assumes additional duties that are outside the scope of their job description and are typically of higher-level, more complex responsibilities. | ||||||||
| Project Pay | when an employee has been identified due to a specialized skillset or knowledge to work on a special or urgent need, and the work is outside the normal workload and a different capacity. Project assignments are typically short term with established deadlines and project outcomes. | ||||||||
Request Process:
The manager will discuss with their HR Business Partner (HRBP) and complete the Supplemental Pay Request which includes justification of the request.
- The HRBP will submit the request to compensation for review and supplemental pay determination. Retroactive requests will not be approved.
- Approvals will be in 90-day increments and additional justification may be required for any extension requested. No temporary assignment should exceed a 12-month period.
- Supplemental payments are typically paid in equal amounts during the approved assignment period. In some cases with project pay, the payment may be a lump sum payment following the completion of the project or when specific deliverables are met.
- Should any temporary assignment end prior to the established end date, the manager must notify their HRBP via email with the actual end date to ensure an overpayment doesn't occur.