With the consent of the primary employer, faculty members may receive compensation for additional employment within the university that exceeds the full-time equivalent (FTE) established for the employee`s regular or principal position. (3) Internal University Advisory Service (IHE). It is assumed that the intra-IHE consultation is carried out by the faculty as an IHE obligation that does not require remuneration in addition to the IBS. However, in unusual cases where the consultation takes place across departmental borders or involves a separate or remote operation and the work performed by the faculty member is in addition to his or her usual duties, all fees for this work that constitutes additional remuneration via IBS are allowed, provided that such consultation agreements are expressly provided for in the federal award or approved in writing by the federal authority. Contracting party. The following policy statement guides administrators` practices regarding faculty compensation for contracting activities beyond the established FTEs of the position. This document replaces all previously published policy statements regarding the Faculty`s additional compensation. Any exceptions to this policy statement must be approved by the appropriate Vice-President. Normally, the amount of additional remuneration is negotiated between the employee and the secondary employer with the consent of the primary employer. For faculty-credited courses, the rate of pay is a maximum of 4.167% of a nine-month faculty member`s full-time salary and 3.408% of the twelve-month full-time faculty salary for each credit hour taught for additional remuneration. The wage rate may be lower than these figures, but must correspond to an appropriate market-based level of remuneration. For faculties engaged in non-credit university teaching activities, the level of remuneration should also reflect a reasonable market price.
Payment for courses offered on an autonomous basis (e.g., market price) is subject to negotiation with the Vice-President`s office, but should be within reasonable remuneration for such courses offered. 1. Costs that cannot be recovered under other sections of these Principles shall not be eligible under this Section merely because they constitute remuneration for staff. Additional remuneration applies to contractually agreed activities that go beyond the specified FTE of the position. The FTE established for the majority of positions is 1.00 FTEs; in these cases, additional remuneration refers to remuneration for work greater than 1.00 FTEs. For positions created for less than 1.00 FTEs (e.g. 0.50 FTEs), the additional pay relates to work in excess of that FTE. The additional remuneration therefore does not include scholarships, temporary salary increases (SNPs) or any other remuneration for duties that do not increase the employee`s FTE beyond the increase set for the position. (f) Incentive compensation. Incentive compensation for employees based on cost reduction or effective performance, suggested bonuses, security bonuses, etc. are eligible provided that the total compensation is considered reasonable and that these costs have been paid or accrued in accordance with a bona fide agreement between the non-federal entity and the employees prior to the provision of the services.
or according to an established plan followed so consistently by the non-federal entity that it actually involves an agreement to pay that payment. iii) adequately reflect the overall activity for which the employee is remunerated by the non-federal entity, not more than 100% of the remunerated activities (for IHE as defined by IBS); (a) General. Personal services compensation includes any remuneration currently paid or accrued for services rendered by employees during the performance period under the federal price, including, but not necessarily limited to, wages and salaries. Remuneration for personal services may also include ancillary services, which are dealt with in § 200.431 Remuneration – Ancillary services. Compensation costs are reimbursable to the extent that they meet the specific requirements of this Part and the total compensation of individual employees: (4) Compensation for additional service is normally an overload allowance, subject to the institution`s compensation policies for services beyond the IIS. If additional service charges result from intra-IHS advice, they will be subject to the same requirements as paragraph (b) above. It is permitted if all of the following conditions are met: (1) Certain conditions require special attention and possible limitations in determining the costs of compensation for personnel eligible for federal grants. These conditions include: (c) professional activities outside the non-federal institution. Unless an agreement has been specifically approved by a federal awarding body, a non-federal entity must follow its written policies and practices across the non-federal organization regarding the permissible scope of professional services that may be provided outside the non-federal entity for non-organizational compensation. If such written non-federal company-wide guidelines do not exist or do not adequately define the authorized scope of consulting or other non-organizational activities conducted against an additional external payment, the federal government may require that the effort of professional staff working on federal scholarships be divided between: 2 CFR 200, Office of Management and Budget Uniform Administrative Requirements, Cost principles and review requirements for federal awards limit additional remuneration for federally funded projects. Additional compensation paid in whole or in part for government-funded projects is congestion compensation subject to institutional compensation policies for services or activities that go beyond the entity`s established FTEs. Therefore, under 2 CFR 200,430(h)(4), an additional service for federal grants is only permitted if all of the following conditions are met: Additional work assignments proposed for compensation through the non-standard payment process must be brought to the attention of the appropriate recruitment consultant before the work is performed to determine compliance with Section 8 UAPPM 3500 and requirements above.
Failure to comply with this procedure could lead to significant administrative problems and late payments. The employer has the right to set the work schedule and the employee does not have the right to refuse to work, except as a collective agreement. (b) adequacy. The remuneration of employees participating in federal grants is considered reasonable to the extent consistent with remuneration for similar work in other activities of the non-federal entity. In cases where the types of employees required for federal grants are not found in the other activities of the non-federal entity, the compensation is considered reasonable to the extent that it is comparable to that paid for similar work in the labour market where the non-federal entity competes for the type of employees involved. (2) Salary base. Fees for work performed by faculty members during the academic year under federal scholarships are allowed at the IBS rate. Except as provided in paragraph (h)(1)(ii) of this section, the fees for federal premiums, regardless of the basis of calculation, shall in no case exceed IBS`s proportionate share for that period. This principle applies to all faculty members at an institution. IBS is defined as the annual remuneration paid by an IHE for the appointment of a person, whether that person`s time is spent on research, teaching, administration or other activities. IBS excludes all income generated by a person outside of the duties performed for IHE. Unless approved in advance by the federal awarding authority, the fee for a faculty member`s salary for a federal scholarship cannot exceed the proportional portion of the IBS for the period during which the faculty member worked on the scholarship.
