Additional Compensation
Certain circumstances may justify additional compensation for EPA and SPA employees. Review the policies listed below prior to awarding additional compensation.
Approval Request Process
EPA - Requests for additional compensation must be approved in writing prior to the time the EPA employee is to begin performing the additional duties. You must complete the EPA Employee Additional Pay Compensation Approval (doc) form.
For additional information, see the University Procedures, Regulations, and Rules, Additional Compensation for EPA Employees.
SPA - Complete the NC State SPA Time Record to record additional compensation hours. The supervisor must approve the completed time record before any payment is processed.
Other Forms of Additional Compensation for SPA Employees
Shift Premium Pay
Shift-premium is for hours occurring on a second or third shift. Typically, if more than half of the work hours occur between 4:00 p.m. and 8:00 a.m. in regular, recurring, or split shifts, the hours are eligible for premium pay. Typically, shift-premium pay is 10 % of the regular hourly salary rate.
The employee uses the NC State University SPA Time Record to record shift premium hours. The completed time record is given to the supervisor for approval.
The supervisor approves the time sheet. Shift Premium pay must be processed through the Human Resources Payroll System.
For more information, see the Office of State Personnel, Shift Pay (pdf).
Holiday Premium Pay
SPA employees who are required to work on designated university holiday closings receive holiday premium pay (1.5 times the reqular hourly rate) for all hours worked. Employees also receive hour-for-hour compensatory time off for each hour worked, up to 8 hours maximum. If the comp time is not taken off within 12 months, it must be paid.
The employee uses the NC State University SPA Time Record to record holiday hours. The completed time record is given to the supervisor for approval.
The supervisor determines the need for an employee to work, approves the time sheet, and has the pay processed through the Human Resources Payroll System.
For additional information, see the Office of State Personnel, Holiday Premium Pay (pdf).
On-Call Pay
On-call pay compensates employees who are required to remain available to be called on to respond to work emergencies. On-call employees typically carry pagers.
The organizational unit maintains a list of SPA employees who are designated as on-call. This list is
submitted to HR annually and when revisions are made.
The employee uses the SPA Time Record to record on call hours. The completed time record is given to the supervisor for approval.
The supervisor approves the time sheet and has on call pay processed through the Human Resources Payroll System.
For additional information, see the Office of State Personnel, On-Call/Emergency Callback Pay (pdf).
Call-Back Pay
Call-back pay provides additional compensation to employees who are called back to work to respond to an emergency. The emergency may
require the employee to return to the worksite, or to resolve a problem via phone or computer.
Call-back pay is intended for personnel whose regularly assigned duties allow little flexibility in work schedules. Administrative and managerial employees may vary work schedules and are usually not subject to additional compensation for reporting back to work after regular hours. However, some conditions might require applying these procedures for administrative and managerial employees. Compensation for these employees is always on a straight-time basis.
The employee uses the SPA Time Record to record call-back hours. The completed time record is given to the supervisor for approval.
The supervisor approves the time sheet and has call-back pay processed through the Human Resources Payroll System.
For additional information, see the Office of State Personnel, On-Call/Emergency Callback Pay (pdf).
