Request for Overload Compensation form (pdf)
INSTRUCTIONS ARE PRINTED ON THE BACK OF THE FORM

CLARIFICATION OF OVERLOAD COMPENSATION ACTIVITIES

Overload compensation is normally intended for employees who are exempt from overtime regulations (“FLSA exempt”). It is not equivalent to traditional “overtime” (time and one-half for hours worked over 40 hours in a workweek), nor is it paid by computing hours worked. Payment should be no more than what another employee would typically be paid for the same work.

Activities paid by overload compensation must be distinct from activities that are expected to be completed within the regular 100% position.

PROCEDURES FOR
NON-INSTRUCTIONAL EMPLOYEES TEACHING A CLASS

Teaching regular on-campus classes is allowable for overload compensation under only extraordinary or emergency circumstances. Regular teaching should be included in an employee’s 100% FTE.

A request for overload compensation for a non-instructional employee to teach as "instructor of record" must include the following paperwork:
1. Request for Overload Compensation form.
2. Request to Offer Academic Staff Appointment. This allows for review of academic credentials. For a full-time OA, use position BUOOLU and account code 10201. Appointment percent should be zero. Contract comment must say “Total pay is $__, to be paid as overload compensation”. Use EClass UC or UD if overload is to be paid as "forecast pay"; use EClass UW if overload is to be entered by the hiring department during time entry.
3. Current Vita.
4. Affirmative Action Compliance Statement.

Particular attention should be paid to the following situations:

a) When overload compensation for teaching a class is offered to an FSLA-exempt Officer of Administration, only 50% of the compensation above full time may be paid as overload compensation. The non-instructional job FTE must be reduced the equivalent of one-half of the compensation above full time. The RTO’s contract comment should read: “Total pay is $__, to be paid $__ in-load and $__ overload compensation”. The RTO’s internal comment should explain the in-load FTE.

b) Overload compensation for teaching a class may be offered to an employee who is eligible for overtime (“non-FLSA exempt”) and for whom teaching is distinctly outside of the regular job duties. In this case, overload compensation must be at least the equivalent of the required time and one-half pay.

NOTE: Overload compensation is not allowed for twelve-month employees for teaching in the summer.

November 2004