This policy deals with additional compensation paid to employees by or through the university.
The work for which such compensation is paid must not interfere or conflict with the employee's regular university duties, and must be approved in advance through the university's administrative processes. In addition, employees cannot receive extra compensation for work that has already been compensated by or through other university sources.
Any use of external funds must be allowable under the terms of the sponsored program or contract. For example, using federal funds to compensate employees beyond their base salaries is largely prohibited. Questions about a particular program or contract should be directed to the Office of Research and Sponsored Programs.
Academic Year Employees: Summer Compensation
A faculty member or other academic year employee may receive compensation paid by or through the university during the summer period between the end of one academic year and the start of the next. The maximum monthly rate for such compensation is 1/9th (one-ninth) of the individual's salary for the previous academic year, the total of such compensation may not exceed 1/3rd (one-third) of the individual's academic year salary, and the total amount of compensated effort in any period may not exceed 100%. Thus a person who is appointed full-time to the university's summer faculty or who is awarded a University Research Award through an academic college may not receive additional compensation during the approximately two month summer session.
Academic Year Employees: Additional Compensation During an Academic Year
A faculty member or other academic year employee may receive additional compensation paid by or through the university during an academic year provided that external funding is available to “purchase” all of the individual's university-supported research time. There are a few programs for which this purchase requirement is waived (for example, small stipends for mentoring students in the McNair program or for teaching continuing education short courses). Total additional compensation paid by or through the university during an academic year may not exceed 25% of the individual's academic year salary. Note: The use of federal funds for such additional compensation is largely prohibited.
Fiscal Year Employees
A fiscal year (twelve month) employee may receive additional compensation, at his or her current salary rate, paid by or through the university for work that is performed during evenings, weekends, or official holidays, or during a period of official leave (the minimum leave period for this purpose is ½ day). The total of such compensation in a fiscal year may not exceed 20% of the individual's annual salary. Note: The use of federal funds for such additional compensation is largely prohibited.