To establish policy for the payment of additional pay (other than job-related overtime for collective bargaining unit employees and staff members on Hourly Compensation Plans) to employees on Hourly and Salary Compensation Plans who are completing work that is outside the scope of their primary job profile and they would not normally be expected to undertake those responsibilities.
May 2023Responsible Office
Staff members in non-exempt positions must be paid for their services in accordance with the provisions of the Fair Labor Standards Act (FLSA). https://www.hr.upenn.edu/policies-and-procedures/policy-manual/compensation/overtime-compensation-and-or-compensatory-time
Additional pay requires consultation with, and approval by, Human Resources before work begins and before any additional pay amount is communicated to a staff member.
A staff member may be eligible to receive additional pay if:
All requests for additional pay will be processed through Workday.
Justification for the additional pay and an explanation of the additional services provided must be attached to the request in Workday.
Requests for additional pay must be approved by all assigned security roles (e.g., HR Analyst, HR Partner, Compensation Partner, Budget Partner) in the approval hierarchy in Workday.
All requests should be approved in a timely manner so that the Payroll Office can process them for payment in the current pay period. See the current payroll schedule here https://www.finance.upenn.edu/disbursements-payroll/payroll-closing-schedules.
Once requests are approved and submitted to Payroll via Workday, payment for approved additional pay will be made by the Payroll Department in the next available pay cycle.
Because these payments represent pay outside the normal salary, they do not qualify for on-demand payments.