As the University's hiring freeze continues and administrative staff positions are eliminated, our members may find themselves performing tasks outside their usual job duties. It's essential to understand your rights regarding compensation for working outside your job duties, as outlined in AD 10.06, Position Evaluation and Salary Administration. The policies ensure that your supervisor acknowledges the temporary adjustments in your responsibilities and that you are appropriately compensated.
Understanding the provisions for Temporary Promotions, Temporary Assignments, and Temporary Overloads can help you navigate situations where you are requested to take on additional work. If you find yourself in such a position, it's reassuring to know that there are structured compensation options available to you.
What is a Temporary Promotion, Temporary Assignment or Temporary Overload?
You can find the definition of these terms in the APSA policies, which are as follows:
Temporary Assignment: "a Temporary Assignment of work that, in combination with the Employee's regular duties, exceeds the scope of the Classification assigned to the original position."
Temporary Overload: "a situation where an Employee is requested and has agreed to assist in performing additional duties in addition to performing the normal duties of his/her own position, and for which he/she may be paid."
Temporary Promotion: "the movement of an Employee to a higher classified position for a temporary period of time after which he/she returns to the original position."
What compensation can I receive if I do work outside of my job's scope, Classification and duties?
Under section 6.01 of the APSA AD 10.06 policies, if you take on a Temporary Promotion or Temporary Assignment, certain conditions apply. Primarily, the duration must be a minimum of one week, equating to at least 36 consecutive hours of work.
For assignments lasting less than four weeks, a straightforward compensation structure is in place. An employee is entitled to receive a lump sum payment of 5% of their actual salary or the minimum of the Temporary Promotion or Temporary Assignment Salary Range, whichever amount is greater. This is a critical aspect of the policy that provides immediate recognition for the extra effort, even if the period of additional responsibility is relatively short.
When the Temporary Promotion or Assignment extends to four weeks or longer, the guidelines offer a more significant adjustment. In this case, your salary will be adjusted to the nearest step in the Temporary Promotion or Temporary Assignment Salary Range, ensuring a minimum increase of 5%. This structure is designed not only to acknowledge your additional work but also to align your compensation more accurately with the responsibilities or additional work you are performing.
Similarly, the guidelines for Temporary Overload assignments, as outlined in section 6.02, provide a clear framework for compensation. The minimum duration for a Temporary Overload assignment is also one week, or 36 consecutive hours. This allows for a consistent approach to managing workloads that exceed normal job duties while ensuring employees are compensated fairly for their extra efforts.
One aspect of the Temporary Overload provision is that the compensation amount must be determined in advance by the supervisor requesting the additional work. However, if your supervisor has not informed you about your ability to receive a Temporary Overload, please get in touch with APSA.
These provisions are relevant to a wide range of scenarios that may occur in the workplace. For instance, if there is a sudden need for coverage due to a colleague's absence or an increase in workload due to special projects, it's essential to communicate your availability and willingness to take on these additional tasks while being aware of your compensation rights. It fosters a professional environment where workload flexibility is managed effectively for both our members and SFU.
While it may feel daunting to approach your supervisor regarding temporary adjustments to your position or seeking clarification about compensation, it's essential to recognize that these discussions are part of maintaining a healthy work dynamic. Your contributions and flexibility should be recognized, and being proactive about understanding your compensation options is a key step in advocating for yourself in the workplace.
If you are taking on extra responsibilities without any formal agreements and aren't accruing overtime, the University may assume that your workload is manageable and therefore not see a need for additional compensation. It's crucial to avoid overextending yourself by attempting to handle all this extra work within your regular work hours and without adequate compensation. Doing so may go unrecognized or unappreciated by your department or the University.
If you're ever in a position where you need to accept additional work, please refer to the APSA policies or reach out to discuss your situation with APSA. Speak to your supervisor about what temporary compensation will be offered for your potential new responsibilities, and ensure fair compensation for your time and effort. Advocating for your rights in these situations not only benefits you but also contributes to a supportive and fair workplace culture.
In conclusion, as APSA members, it's crucial to be informed about the compensation available when you take on work outside your usual duties. The AD 10.06 policy provides clear guidelines for Temporary Promotions, Temporary Assignments, and Temporary Overloads. Familiarizing yourself with these provisions empowers you to take on additional responsibilities confidently, knowing that your efforts will be acknowledged and compensated appropriately.