In special circumstances, UVA Temps will permit a manager to hire a University or Classified Staff or Wage employee, currently employed on a full-time basis, to perform an additional job assignment (e.g., a second job with the University).
The additional work is performed in either the employee’s home department, but in a different job than the employee’s primary assignment, or in a department other than the employee’s home department.
Wage employees in two or more assignments, neither of which are full-time, are not considered to have dual employment.
Conditions of Dual Employment
Dual employment is not a normal staffing option and will only be approved on a temporary basis for compelling business reasons. If the dual employment negatively impacts an employee's performance, the dual employment will be terminated.
Dual employment assignments are approved when all of the following conditions are met:
- Justified as a business necessity
- Duties and responsibilities cannot be assigned to someone else in the department
- Hiring of a new/different wage employee with the required skills is not feasible
- The need is temporary
Requesting Dual Employment
Managers must complete and submit a UVA Request for dual employment form to UVA Temps. If employment involves more than one department or unit, the form must be signed by both the requesting department and the employee’s current supervisor.
Employees deemed Non-exempt under the Fair Labor Standards Act (FLSA) and hired into approved dual employment assignment will be paid 1.5 times the employee’s current hourly pay rate. Exempt employees are not necessarily paid the time and one half rate; instead, departments should negotiate rate of pay. Departments will incur the UVA Temps administration fee.
Dual employment payment is dependent on the FLSA status of the primary (first) job.
|PRIMARY JOB FLSA STATUS||DUAL EMPLOYMENT JOB FLSA STATUS||1½ OVERTIME PAYMENT|