Skip to Main Navigation | Skip to Content




University Policy Office

Shelly G. Gonzalez, Policy Officer
Administration 208
Warrensburg, MO 64093
Phone: 660.543.4730
Fax: 660.543.8022
sgonzalez@ucmo.edu





ADDITIONAL COMPENSATION

Approval: Approved by the President on September 2, 2004.

Authority: Board of Governors Policy 2.3.030

Responsibility: Director of Human Resources

PROCEDURE

I. Exempt Non-Faculty Employees

A. Exempt employees may be compensated by UCM for additional work to be performed that is not part of their regular duties but is separate from or over and above the regular duties set out in their position descriptions. Such duties should be exempt in nature or a review will be required by the Department of Human Resources to ensure that employees do not place their current exempt classification at risk. Some examples of such duties include grant-writing or administration, developing or conducting workshops or seminars, delivering professional services, performing, creating, leading and directing research, and teaching. Any additional work to be performed for and compensated by UCM, above one’s usual salary must be beneficial to UCM.

B. Exempt employees holding full-time staff positions may accept teaching appointments at UCM or other institutions subject to the following conditions:

  1. may not exceed four credit hours in an academic session. Exceptions will be rare and require approval of the intended teacher’s supervisor and relevant vice president or university director, as well as the provost

  2. may be compensated or uncompensated

  3. will require approval of relevant vice president or university director and provost to ensure teaching will not create a conflict of commitment or conflict of interest

  4. will teach at times other than the employee’s regularly scheduled work hours or get supervisor’s approval to adjust work hours. Work hours will need to be made up for teaching performed during regular working hours without taking leave

II. Nonexempt Employees

A. Nonexempt employees must be compensated at one and one-half time for all work in excess of the regularly scheduled 40-hour week, regardless of whether it is performed for the division of UCM that regularly employs the individual or another. Overtime is calculated and paid by adding work time in all areas for the same employer. Overtime earned, due to secondary employment with UCM, must be paid. However, if a nonexempt employee’s assignment includes teaching as a part of the regular assignment, overtime will not be considered.

B. UCM defines a 40-hour week to include vacation, holidays, call in and call back but does not include the block time for the inconvenience of standby (that will be paid on a straight-time basis) or sick leave.

III. Bargaining Unit Employees

Bargaining unit employees are subject to the Memorandum of Understanding between UCM and M.E.W. Local No.1.

IV. Full-time UCM employees who accept paid and unpaid responsibilities with entities other than UCM are subject to the Conflict of Interest and Commitment Policy. When UCM employees perform work beyond their usual duties for outside entities that provide the funding through UCM, that funding must include retirement contributions to be paid by UCM.