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Additional Compensation

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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.

For additional information, see the University Procedures, Regulations, and Rules, REG 05.58.01, Additional Compensation Paid through the University and EPA Compensation webpage.

SPA - Temporary Salary Adjustments may be awarded to career banded employees to compensate for additional duties within the same band that are assigned on a temporary basis to meet a specific organizational need. Requests for temporary salary adjustments are typically related to staffing/vacancies or one-time/special projects. The temporary salary should not exceed the maximum of the range and usually does not exceed a one-year duration.

To initiate a request for a temporary salary adjustment (SPA), please use PeopleAdmin to propose a temporary salary adjustment amount and to list the temporary new, additional, and/or higher level duties performed by the employee. Classification & Compensation will review your request.

Note: If your request is for a "flat rate" or supplemental pay request, (e.g.: work will be performed outside of the regular work week, for a borrowing department, and work is occupationally different than the employee's primary role) please complete an SPA Supplemental Pay Request form. Your Human Resource Information Management (HRIM) Specialist will review your request.

SPA FLSA Non-Exempt Employees must complete the NC State SPA Time Record to record regular and additional hours worked. 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 Human Resources, Shift Pay.

Holiday Premium Pay

SPA employees who are required to work on designated university holiday closings receive holiday premium pay (1.5 times the regular 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 Human Resources, Holiday Premium Pay.

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.

FLSA exempt employees normally do not receive additional compensation for emergency callback or on-call. If specific working or market conditions justify, a department may work with Human Resources to determine if an FLSA exempt position is eligible for on-call and/or emergency callback pay. The appropriate compensation is based on documented survey data of prevailing practice in the applicable labor market. However, departments that utilize a Compensatory Time Policy for exempt employees may use it to provide time off. Compensation for exempt employees is always on a straight-time basis.

For additional information, see the Office of State Human Resources, On-Call/Emergency Callback Pay.

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 FLSA non-exempt employees. 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.

FLSA exempt employees normally do not receive additional compensation for emergency callback or on-call. If specific working or market conditions justify, a department may work with Human Resources to determine if an FLSA exempt position is eligible for on-call and/or emergency callback pay. The appropriate compensation is based on documented survey data of prevailing practice in the applicable labor market. However, departments that utilize a Compensatory Time Policy for exempt employees may use it to provide time off. Compensation for exempt employees is always on a straight-time basis

For additional information, see the Office of State Human Resources, On-Call/Emergency Callback Pay.