Additional Pay Toolkit
Additional Pay can be earned at each university location by faculty and staff employees based on university service or for services performed in addition to or outside the scope of their regular assignment.
Additional pay based on university or state service (Benefit Replacement Pay, Hazardous Duty Pay, and Longevity Pay) or performance (Merit Pay) must follow guidelines established by the State of Texas and university policy. Additional pay for work outside of the employee's regular assignment (Augmentation and Task Pay) must be approved in advance by the appropriate administrative authorities.
An augmentation is an additional payment to an employee for an assignment or working condition that is generally integrated throughout the employee's regular assignment rather than a separate job. For example, an employee may be asked on a temporary basis to assume responsibilities for another position which is vacant. To qualify for an augmentation the duration of the additional assignment must be no less than 6 weeks. Usually the additional assignment will involve a higher level of work requiring the exercise of skills or knowledge beyond the requirements for the employee's regular assignment. Only regular faculty and staff are eligible for augmentations. Generally, monthly augmentation payments for temporary assignments will be between 10% and 20% of the employee's regular monthly base salary. Augmentations must be approved in advance by the appropriate administrative authorities.
Benefit Replacement Pay (BRP)
Benefit replacement pay (BRP) is an additional pay item based on an employee's state servicewith the State of Texas. To be eligible for BRP, an employee must have been on payroll as of 8-31-1995 and either has had continuous state employment, or has left state employment and returned within a specified period of time (currently one month). The employee's compensation as of 10-31-1995 determines the amount of BRP. To determine if an individual is eligible for BPR, contact the BSC.
Hazardous Duty Pay
All University employees certified as commissioned law enforcement officers or custodial officers under Section 25.505, Title 110B, Revised Statutes, are eligible for hazardous duty pay of $10 a month for each year of eligible state service up to and including 30 years. An employee's status on the first workday of the month determines an employee's eligibility for the month.
Employees eligible for longevity pay will be entitled to pay at a rate of $20 per month for each two (2) years of lifetime State of Texas service credit up to a maximum rate based on 42 years service. Only full-time (100%) staff employees are eligible for longevity pay. The employee's status on the first working day of the month determines longevity eligibility for that month. The following chart lists longevity payment amounts by months of state service.
|505 and higher||$420|
Merit increases are pay increases granted to faculty or staff employees for demonstrated above average job performance. In addition to specific eligibility criteria, state law requires that an employee must have been employed for at least six months immediately preceding the effective date of the increase and at least six months must have elapsed since the employee's last merit salary increase. Merit increases may be granted subject to the availability of funds and within the merit salary increase guidelines announced periodically. Retroactive merit salary adjustments are prohibited under the Texas.
A task payment is an additional pay type based on an agreement between the University and an employee for work performed based on completion of an assignment, rather than an explicit per hour rate. For example: an employee agrees to provide a service, such as conducting a seminar. Because the hours of work needed to prepare for the seminar can only be estimated, and the employee is to be paid only on successful completion of the seminar, it is not possible to accurately establish an hourly rate in advance of completion of the assignment.
Care must be taken to ensure that the task payment is in compliance with all applicable Fair Labor Standards Act (FLSA) minimum wage and overtime regulations. The Human Resources Department is responsible to review the documentation for the task to determine if FLSA requirements are met. Particularly, non-exempt employees who perform work classified within their same occupational category cannot be paid by task but must be compensated for overtime worked. Task pay must be approved in advance by the appropriate administrative authorities.