Salary Administration Policy Regarding Extra Compensation

Salary Administration Policy Regarding Extra Compensation:

Temporary Assignment of Additional Responsibilities 

An exempt employee may be required to assume additional duties and responsibilities, such as during the absence of a colleague, to ensure that work is completed. In most cases, particularly if the additional work is comparable to the level of the employee’s regular duties, the employee will be paid their normal rate of pay and will not be eligible for a stipend or temporary salary increase. 

An exempt employee may be asked to assume additional duties and responsibilities that are usually performed by an employee classified at a higher level for a substantial time period. In that situation, the employee may be eligible for a temporary increase in salary; however, salary increases are not

guaranteed and depend on a variety of factors and are determined at the sole discretion of the College. At the end of the temporary assignment, the employee’s salary will return to the pre-increase rate. The temporary promotional increase must have the prior approval of the Chief Human Resources Officer and the Division Head of the area. It is the manager’s responsibility to notify Human Resources when the assignment is completed so that the temporary promotional increase can be stopped. 

For non-exempt employees asked to assume additional responsibilities, the employee will be paid their normal rate of pay and will not be eligible for a stipend or temporary salary increase. The law requires non-exempt employees to be paid by the hour, and all hours over 40 hours in the workweek must be compensated as overtime at time and one-half the employee’s regular hourly rate. 

Please contact compensation@wellesley.edu with any questions.