Hourly (commonly referred to as ‘non-exempt’) employees at the University are generally not permitted to receive lump sum payments due to federal and state regulations.<\/p>\n
There are scenarios in which a department must compensate an hourly employee for additional duties. The approved scenarios, and actions that must take place to achieve this are highlighted below. For any scenarios that are not addressed, please contact hrcomp@bu.edu and a member of the compensation team will review.<\/p>\n
Scenario<\/strong><\/span><\/td>\n| Action Needed<\/strong><\/span><\/td>\n<\/tr>\n | Scenario #1<\/strong><\/p>\n | Employee works additional hours at his or her regular rate<\/span>.<\/p>\n Cost Object to be charged may or may not be the employee\u2019s regular Salary Cost Distribution.<\/td>\n Timesheet<\/strong> should be used to record additional hours. Any hours over 40 will be paid at the overtime rate, split across the Cost Distribution that the Manager or Payroll Coordinator indicates on the timesheet<\/strong>.<\/td>\n<\/tr>\n | Scenario #2<\/strong><\/p>\n | Employee works additional hours at a different rate<\/span>.<\/p>\n Cost Object to be charged is different from the employee\u2019s regular Salary Cost Distribution.<\/td>\n Employee\u2019s Payroll Coordinator or Manager should complete the Secondary Work Payment Form<\/strong> for the additional hours.\u00a0 Any hours above 40 will be paid at a blended overtime rate of the employee\u2019s regular hourly rate and the hourly rate of the Secondary Work Payment Form<\/strong>.<\/p>\n | |