Once an employee reports to work, on-call pay stops. This form will be forwarded to initiate changes in the OMNI HR-Payroll system and to document an employee's official personnel records. The hourly rate must not be below the federal and state minimum wage.
Additional approvals may be required for any compensation level as set by the respective division. Voluntary termination after 6 months and before 1 year of employment will require a prorated amount to be returned to the University.
Lead worker duties involve performing limited supervisory responsibilities such as approving leave, distributing work, maintaining a balanced workload among employees, keeping records, defining work priorities, etc. If the proposed candidate is a non-U.
Constitutional authority, state statutes, federal statutes, Florida Board of Governors regulations, and University regulations authorize the policy: The University department offering the secondary employment is responsible for FLSA compliance, to include the liability of overtime pay.
However, an employee may remain on call while on paid leave for vacation, personal holiday, or designated holiday. When the secondary employment is Contract and Grant funded, the request must be approved by the Office of Sponsored Research Accounting before appropriate authorized final approval is given.
On-Call Status - A position may be designated eligible for on-call pay when the incumbent is required to be accessible and available to return to work during normally off-duty hours. Biohazard Clean-up - This pay additive is not position based.
Overlap for the purpose of performing the duties of an employee who has been placed on leave with or without pay. After all signatures have been obtained, the original request shall be returned to the secondary employing department, a copy will be retained by the final secondary approving authority.
Employment is subject to satisfactory performance of assigned duties and may be terminated for cause as provided by the Regulations of the University. Upon appointment to an USPS position, an employee will be given one of the following statuses: The size of the incentive will be determined by the significance and criticality of the position.
Standard procedure for appointing in regular status should be followed once verification is received.
When the University is the primary employer and the employee is employed outside the University: After the recruitment and selection period has been completed, to include: Approval for a new hire internal or external will require Vice President or designee approval for a salary being offered from the beginning of the 4th quartile through the maximum of the job code salary range.
Biohazard Clean-up activities are voluntary and performed in addition to regular job duties or on a call back basis. Personnel Actions submitted to Human Resources more than 20 days after the effective date must include a justification for the late submission of appointment paperwork.
The approving authority for the primary employer must first approve the request establishing that the secondary employment will not be in conflict with the primary employment and that the primary employer's time and equipment will not be used in the performance of the secondary employment function.
Employment in excess of one 1 full-time equivalent FTE established position; or simultaneous payment from two 2 or more categories of state appropriations, i. Lead Worker - If a position is one 1 of three 3 or more USPS positions in the same class or a different class with the same pay grade located in the same work unit, one 1 of the positions may be assigned lead worker duties, provided: Lead worker duties do not include administering performance appraisals or disciplinary actions.OVERVIEW.
Unless otherwise specified in the collective bargaining agreement, the provisions set forth in this policy are applicable to the Executive Service (AEX), Administrative and Professional (A&P) and University Support Personnel System (USPS) pay plans.Download