16) How can full time staff be paid for a supplemental teaching "position" so that he/she will not lose his/her longevity pay?
Although persons paid from academic or teaching funds are not generally eligible for longevity pay, the Office of the General Counsel has advised that this exclusion does not apply to a person who works 40 hours a week in a nonacademic job and teaches a class as a second job. This is a dual employment situation in which the employee is fully eligible for longevity pay in one position. The existence of the second, academic position does not affect the first position's eligibility for longevity pay.
If a person teaches as part of his/her regular, full-time job, he/she is not eligible for longevity pay. In some cases, administrative employees accept a teaching assignment during the normal work hours and do not make up the time missed from the administrative position. In this case, the administrative position becomes less than full time and ineligible for longevity pay.
To continue to pay longevity, payroll activity must be constructed so as to not violate the rules for longevity pay calculation presented in the question 13 above. There exists more than one option available to pay longevity, depending on the approach which best suits the procedures of each member.
The most labor intensive method is to add a source for the faculty pay to the employee's regular payroll and to include an extra deduction for the longevity pay. This has some adverse fiscal impacts as well, especially associated with employer benefit charges being charged back against this teaching salary source. This source would pick up employer charges for longevity, insurance premiums, etc.
The most common approach (and the BPP recommendation) is to make the payments for this activity on a supplemental voucher or separate payroll processing. This would isolate these payments and keep the employee's employer benefit charges from being shared by this faculty appointment. No action would be required to ensure that longevity pay was being calculated properly. A processing standard could be established calling for these payments to occur on the last biweekly payroll each month and to use a pay type of J or M, depending upon whether a check or ACH payment is desired.
This page was last updated on 06/11/2010 17:13:14