Additional Employment for SHRA Employees Policy


University of North Carolina at Chapel Hill Policy on Additional Employment for SHRA Employees.



Additional employment within the University of North Carolina at Chapel Hill ("UNC-Chapel Hill" or "University") occurs when a permanent, full-time employee who is subject to the provisions of the State Human Resources Act (SHRA) is needed on a temporary part-time basis, in another University department or organizational unit.


The policy applies to all permanent full-time UNC-Chapel Hill SHRA employees.


Policy Statement

A permanent full-time SHRA employee (regularly scheduled 40 hours each workweek) is typically appointed to one position at one established rate of pay. However, the University allows additional employment after a reasonable effort has been made to locate a temporary or external employee.

Additional employment occurs when an employee who possesses specialized knowledge, skills, and abilities not readily available in the University’s recruitment area is needed on a temporary basis in another department or organizational unit. Additional employment can only be used for an emergency or one-time, fixed-term assignment. The additional assignment must have a specific beginning and end date (e.g., not over several semesters) and cannot be used for a continuing need.

Additional employment cannot conflict with the employee’s regularly assigned full-time SHRA duties and must occur outside of the employee’s regular work schedule. The additional assignment must be at the same level or higher than the employee’s primary duties.

Payment Guidelines

A wage-hour exempt employee who has an additional employment arrangement is only eligible to receive additional pay for work performed in another University department or organizational unit if the work that will be performed is significantly more complex than their regular duties. Additional pay must be based on the type of project instead of the employee’s hourly rate and the number of hours worked per week. For example, the amount for the lump sum payment may be based on the going market rate if an external person were hired to do the work, typical rate of pay that an employee on-campus would be paid for the work or another basis. The employee is not eligible to receive overtime or compensatory time off. In addition, payment may be made on a bi-weekly or one final lump sum basis. The total payment may not exceed 20 percent of the employee’s July 1 base salary for the fiscal year running July 1 to June 30.

A wage-hour non-exempt employee who has an additional employment arrangement must be paid overtime pay of one and one-half the employee’s regular hourly rate of pay after 40 hours of work in a workweek and the employee is not eligible to receive compensatory time off. Pay for the additional employment is based on the employee’s   hourly rate. The payment must be made on a bi-weekly basis.  The total payment may not exceed 20 percent of the employee’s July 1 base salary for the fiscal year running July 1 to June 30. The UNC Chapel Hill borrowing department is responsible for the cost of the additional employment pay, Social Security and State retirement contributions. The additional employment arrangement and pay must be approved in advance by the Office of Human Resources.

Temporary Teaching Assignment

Under certain circumstances, an SHRA exempt employee may be requested to fill a temporary teaching assignment. If so, the following conditions for such employment also apply:

  • the teaching assignment is not within the reasonable scope of the employee's regular responsibilities and there is no conflict of interest between the temporary teaching and the regular duties;
  • the SHRA employee has Wage-Hour Exempt status (NOTE: A Wage-Hour Non-exempt employee may not be appointed to a temporary teaching assignment);
  • advance, written approval by the head of the employee's work unit and the dean or director of the employee's teaching work unit is obtained on the Additional Employment Request for SHRA Employees;
  • final approval is received from the Employment & Staffing unit in the Office of Human Resources (OHR) before the proposed beginning date of the SHRA teaching assignment; and
  • a credentials check is required if the employee will be the teacher of record, per the Policy on Qualifications of Course Instructors.
  • an Adjunct appointment position must be created, compensation is to be paid as a one-time payment; overload if appropriate; (NOTE: Contact the EHRA HR unit in OHR for procedures for creating an adjunct appointment);
  • compensation during any fiscal year is not to exceed 20 percent of the employee's current annual salary.


This policy does not apply to SHRA employees who work less than 40 hours per week and temporarily perform duties and/or work additional hours in more than one position at a time. In such cases, special arrangements must be made between the departments to coordinate funding, comply with Wage-Hour overtime laws, and determine employee eligibility for benefits. Please contact the OHR Employment & Staffing Talent Acquisition Partner to discuss limits on the use of part-time employees.

In addition, it does not apply to EHRA non-faculty and faculty employees who are covered by the Supplemental Pay for EHRA Employees Policy. Contact your assigned EHRA HR Consultant for additional information.


  • Borrowing department: UNC Chapel Hill department requesting an additional employment arrangement on a temporary or part-time basis.
  • Compensatory time: Compensatory time is time off with pay in lieu of overtime pay for regularly scheduled or irregular or occasional overtime work at a rate equal to one-and-one-half times the amount of time worked over 40 hours in a work week.
  • Exempt employee: under the Fair Labor Standard Act (FLSA), an exempt employee is not paid any kind of overtime wages or compensatory time off for hours that are worked over 40 hours in the workweek because they are exempt (not covered) by the protections of the FLSA.
  • Lump Sum: a one-time payment made to a university employee for such things as activities outside of the scope of their full-time employment. A lump sum payment has a beginning and ending date.
  • Non-Exempt employee: under the Fair Labor Standard Act (FLSA), a non-exempt employee is paid overtime wages for hours worked over 40 hours in a workweek because they are not exempt (covered) by the protections of the FLSA.
  • Overtime: pay for hours worked over 40 hours in a workweek at a rate at least one and one-half time their hourly rate of pay.
  • Primary Department: the permanent full-time employee’s UNC Chapel Hill home department.

Related Requirements

External Regulations

University Policies, Standards, and Procedures

Contact Information

Primary Contact

Subject: Additional Employment Policy
Contact: Assistant Director, Employment (OHR)
Telephone: 919-843-2300

Other Contacts

Subject: Additional Employment Requests
Contact: Staffing Support Services Specialist (OHR)
Telephone: 919-843-2300

Subject: Lump Sum Payments
Contact: Classification and Compensation (OHR)
Telephone: 919-843-2300

Subject: Temporary Teaching Assignment
Contact: EHRA HR Unit (OHR)

Subject: Qualifications of Course Instructors
Contact: Office of Faculty Affairs

Print Article


Article ID: 131718
Thu 4/8/21 9:15 PM
Fri 4/19/24 2:48 PM
Responsible Unit
School, Department, or other organizational unit issuing this document.
Office of Human Resources
Issuing Officer
Name of the document Issuing Officer. This is the individual whose organizational authority covers the policy scope and who is primarily responsible for the policy.
Issuing Officer Title
Title of the person who is primarily responsible for issuing this policy.
Associate Vice Chancellor, Human Resources
Policy Contact
Person who handles document management. Best person to contact for information about this policy. In many cases this is not the Issuing Officer. It may be the Policy Liaison, or another staff member.
Next Review
Date on which the next document review is due.
04/08/2027 12:00 AM
Last Review
Date on which the most recent document review was completed.
04/08/2024 12:00 AM
Last Revised
Date on which the most recent changes to this document were approved.
01/06/2022 12:00 AM
Effective Date
If the date on which this document became/becomes enforceable differs from the Origination or Last Revision, this attribute reflects the date on which it is/was enforcable.
04/08/2024 12:00 AM
Date on which the original version of this document was first made official.
08/01/1978 12:00 AM