Additional Compensation

  •  

    Extra Duty Pay

    Extra duty pay is compensation for work done that is:

    • part of one’s normal job but requires significant extra hours outside of the normal work day, or
    • for performing additional duties that require extra time outside of the regular work schedule but are not significant enough to justify a job change, or
    • for working additional days prior to the start or end of the contract year.  

    Click here for some examples of extra duty pay.

    Non-exempt employees may receive extra pay for hours over 40 hours per week at the overtime rate of 1.5 times the employee’s average hourly rate. All time worked should be entered on the timesheet and paid in the pay period in which the work was performed.  Hourly employees are required to be paid accordingly based on state and federal laws    

    In general, salaries for exempt employees cover all effort necessary to perform the job duties for which the employee is being paid. Exceptions include significant amounts of additional time, such as a bargaining unit agreement for a teacher providing additional class coverage or an employee who is working additional time to cover for a vacant position in the department. This time can be submitted as extra pay in TruePay. Payment is made at the employee’s hourly rate or the rate determined in the bargaining unit agreement. 

     How to Submit for Payment

    Please review the additional compensation guidelines to assist you with payment submissions and determine the appropriate method of payment.

     

    Lump Sum Payments

    Lump sum payments are made for:

    • Bargaining Unit Agreements – These are negotiated payments and built into the bargaining unit contracts. Examples include DCTA activity payments. See the DCTA Activity Schedule Rates.
    • Department/School Programs– These are department/school programs that have been approved by the district that are formally published with predetermined amounts available for all employees who satisfy the eligibility criteria. Examples include innovation school incentive programs, Teacher Leadership & Collaboration and the school attendance incentive program. Schools and departments should submit a Program Request Form to your Human Resources partner to request a department/school approved program.
    • Signing/Relocation Allowance– A one-time payment upon hire for a hard-to-fill job to attract candidates with unique skills required by the position. Notify your talent acquisition specialist to determine if your job qualifies.
    • Interim Role Compensation – Payment made to compensate an employee for performing temporary duties for a job placed in a higher salary grade. Examples include an assistant principal or manager performing principal or director duties. If the duties are going to be permanent, then a job evaluation should be conducted and the employee should be reclassified to the appropriate role. 

    When is a lump sum payment not appropriate?

    • For work that is done during regular working hours except in situations where the employee is performing a temporary interim higher level role.
    • To supplement base compensation above the agreed upon base compensation for the job or to pay above the bargaining unit’s contractual rate.
    • Distributing “left over” money at the end of a budget year. Money can be utilized for predetermined programs, such as an innovation school incentive program or attendance incentive program that have been reviewed by Human Resources and have eligibility guidelines that are published prior to the start of the fiscal or school year.
    • Performance bonuses.
    • For additional hours worked.

    Lump sum payments require that you consult with your Human Resources partner prior to payment submission providing a summary of the reason for the payment that falls within the guidelines provided. Allow up to 7 business days for review of the request.

     

     

     

     

CONTACT


  •