Extra work is defined as the performance of Harvard work that falls entirely outside an employee's normal, regular job assignment. Questions about this policy or the procedures involved should be addressed to the local human resource office, the Harvard Human Resources Compensation Department or the Office of Labor and Employee Relations.
Such work is typically approved only if all of the following conditions are met. The work performed must:
- not interfere with the employee's regular responsibilities;
- clearly fall outside the normal work assignment; and
- be performed outside the employee's normal work schedule.
If the extra work is to be performed in a department other than an employee's regular department, prior approval for the work should be obtained from the home department. Extra work must be consistent with University requirements of confidentiality and conflict of interest.
Extra work should not be used to provide a regular supplement to an individual's salary or as a means to pay "overtime" to exempt employees.
If the additional work performed is comparable to the employee's regular duties, their normal rate of pay shall apply. If the additional work is significantly different from the normal duties, the hiring human resource office should recommend an appropriate rate of pay for the extra work. Such extra work must be performed as a Harvard employee and hours reported to the appropriate Harvard payroll system. Such extra work must not be performed as an independent contractor.
The law requires that all Harvard hours worked over 40 in a workweek by an employee performing overtime eligible assignments be compensated as overtime at time and one-half.
Harvard’s standard workweek begins on Sunday morning at 12:01 a.m. and ends the following Saturday at 12:00 midnight. This overtime pay requirement applies regardless of whether such overtime-eligible work is performed in the same or a different department of the University or whether such work is the same as, or significantly different from, the employee's regular work. Depending on all of the circumstances, this overtime pay requirement may apply when an employee concurrently performs both exempt and non-exempt jobs or assignments at Harvard. If an overtime-eligible non-bargaining unit employee is paid for additional work at a different rate of pay and if the hours in their workweek exceed 40, the overtime rate is generally established by calculating the weighted average of the regular rate and the rate for the extra work plus other applicable elements of compensation earned during that workweek.
Last updated: 05/21/2008