Concurrent Jobs Supplemental Chart with FSLA status.11_29_2018
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UCPath Concurrent Jobs Supplemental Chart*
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Last update: 11/26/2018
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Concurrent jobs scenarios
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Job 1Job 2Pay Cycle
FLSA statusOverrides or adjustmentsComments
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DescriptionPay MethodDescriptionPay Method
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Academic & Staff: non-student
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1Exempt StaffSalariedExempt AcademicSalariedMONTHLYExemptn/aNo adjustments necessary.
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2Non-Exempt StaffHourlyAcademic (non-student), appointed for less than one year: e.g. 9/9 LecturerSalariedBIWEEKLYNon-exemptFLSA and Pay Group overrides on the academic jobConsultation with AP and HR is required to make the final FLSA determination. Due to the temporary nature of the academic job, the employee should be paid on the biweekly cycle if it is anticipated that the employee will continue the staff job when the academic job ends. *Consult with AP regarding payment schedule for the academic position.

The employee will continue to be paid at an hourly rate for the staff position.

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3Non-Exempt StaffHourlyAcademic, appointed for one year or more (e.g. 9/12 Lecturer)SalariedMONTHLYExempt FLSA and Pay Group overrides will take place on the staff job, in most casesConsultation with HR is required prior to changing the FLSA or Pay Group for a non-exempt staff (non-student) employee. If the staff position's FTE is equal to or less than the academic position's FTE, then both the staff position and academic position's FTE will be treated as exempt, and a determination will be made on the Pay Group. If the non-exempt staff position's FTE is greater than the academic position, consultation with AP and HR is required to make the final FLSA determination.
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4Non-Exempt StaffHourlyAcademic Flat rate (e.g. Lecturer in Summer Session)Flat rateBIWEEKLYNon-exemptFLSA and Pay Group overrides on the academic jobThe sumer session job is set up with no comp rate, as non-exempt. Flat rate payment is made as additional pay on the summer session job.
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5Exempt StaffSalariedAcademic Flat Rate (e.g. Lecturer in Summer Session)Flat rateMONTHLYExemptn/aNo adjustments necessary.
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Academic & Staff: student employee
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6Graduate Student in ASE hourly title (e.g. Reader/Rem. Tutor)HourlyGraduate Student in salaried Academic student title (e.g. GSR, TA)SalariedMONTHLYExemptOverride required on the Reader/Tutor job: Pay Group to 8MH paid at hourly straight time

The employee will report positive hourly time for the hourly position on a monthly pay cycle.
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7Graduate Student in ASE hourly title (e.g. Reader/Rem. Tutor)HourlyCasual Restricted Student titleHourlyBIWEEKLYExemptTwo overrides required on the Casual Restricted Student job: (1) FLSA to Exempt and (2) Pay Group to 8BH paid hourly straight timeIf the staff student position's FTE is equal to or less than the Academic Student position's FTE, then both the staff position and academic position will be treated as exempt from overtime, under the FLSA Teaching Exemption. All hours worked will be paid at straight time.
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8Graduate Student in salaried Academic Student title (e.g. GSR)SalariedCasual Restricted Student titleHourlyMONTHLYExemptTwo overrides required on the Casual Restricted Student job: (1) FLSA to Exempt and (2) Pay Group to 8MH paid hourly straight timeIf the staff student position's FTE is equal to or less than the Academic Student position's FTE, then both the staff position and academic position will be treated as exempt from overtime. All hours worked will be paid at straight time.
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9Graduate Student in ASE salaried title (e.g. TA)SalariedCasual Restricted Student titleHourlyMONTHLYExemptTwo overrides required on the Casual Restricted Student job: (1) FLSA to Exempt and (2) Pay Group to 8MH paid hourly straight timeIf the staff student position's FTE is equal to or less than the Academic Student position's FTE, then both the staff position and academic position will be treated as exempt from overtime, under the Teaching Exemption. All hours worked will be paid at straight time.
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Multiple Staff
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10Exempt StaffSalariedNon-Exempt StaffHourlyConsult with HROverride is dependent on primary job determinationFLSA status depends on the employee's primary affiliation with the university/most consistent source of employment. *Consult with HR regarding FLSA status and payment schedule.
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*General guidance only. Each case must be evaluated individually
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