Dual employment occurs when an employee in a full-time equivalent (FTE) position accepts additional temporary, part-time employment with the same or another State agency.
If an employee works in a dual employment arrangement by two different agencies, he may be paid additional compensation to perform the same duties. If an employee works in a dual employment arrangement within the same agency, he can receive dual employment compensation if the services constitute independent, additional job duties from those of the employee's primary duties within the agency.
The agency heads or their designees of both the employing and requesting agencies are responsible for approving dual employment requests.
Dual employment for Agency Heads covered by the Agency Head Salary Commission must be approved by the Agency Head Salary Commission and the Executive Budget Office.
The secondary agency determines the rate of pay. An employee must receive payment within 45 days of the date of approval.
The maximum compensation that an employee is authorized to receive for dual employment in a fiscal year cannot exceed 30% of the employee's annualized salary, unless prior approval has been received from the Division of State Human Resources.
In a dual employment arrangement, an employee's exemption status under FLSA could be affected. Consult with the Department of Labor's regulations on overtime compensation.
An academic employee who works outside his base period of employment is not considered to be working in a dual employment arrangement but is instead considered to be on summer employment. Institutions of higher learning should develop policies and procedures for governing summer employment practices.
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