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Office of Human Resources

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Alphabetical List - Additional Pay


Pay an employee for additional work outside his or her work year or schedule or the employee’s normal scope of responsibility. Additional pay should not be used for situations where the pay is intended to be ongoing or to circumvent the position review process or salary system placement. This form should be used for such things as faculty summer salary or work for a department other than the employee’s primary department. Current University policy does not provide for the payment of additional pay as merit pay.

This form is not to be used for a dual rate, stipend or overload teaching assignments.

Basic Guidelines

  1. A supervisor or manager making an assignment for which additional pay will be received, should ensure that the assignment is not in conflict with the employee’s regular duties.
  2. An employee who wishes to accept an additional assignment or additional pay, should inform his/her supervisor to ensure that there is no conflict between the regular position and the additional effort.
  3. It is expected that an employee who performs work during his/her regular work schedule or outside his/her primary department for which he/she will receive additional pay, will report vacation leave for that time.
  4. The overtime rate for an overtime eligible employee (which includes all hourly paid and some salaried employees) will be affected during the period when additional pay is received. Call OHR for assistance in calculating the correct rate of pay.
  5. Any additional pay should be commensurate with the level of additional responsibility/work assigned and the amount of time committed by the employee. OHR staff can make recommendations.
  6. The amount of additional pay for a salaried employee who will be performing his/her regular duties outside the normal schedule/work year should be proportionally based on the employee’s regular salary.
  7. Federal guidelines that apply to research grants generally prohibit the payment of additional pay above full-time academic or fiscal year salaries. Approval from the Vice President for Research is required for such payments.
  8. Academic year faculty may be eligible to request the TIAA-CREF contribution on summer salary payments. Details are available on a separate form (PDF).
  9. University policy does not provide for the payment of additional pay as merit pay.

Form Routing and Approvals

  1. Initiating administrator or department head where the work will be performed,
  2. Dean/Director (next administrative level),
  3. Graduate School (only for payments to graduate assistants),
  4. Jennifer Baker, Financial Manager, Sponsored Programs, if the action includes a Fund 23 chartfield combo (MEIF),
  5. Vice President for Research (if applicable, see #7 above),
  6. Vice President of Academic Affairs and Provost or applicable Vice President if the additional pay is charged to a non-soft money account. Note that MEIF funding is not considered soft money for this purpose.

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Blue Sky Human Resources Initiatives

Contact Information

Office of Human Resources
5717 Corbett Hall
Orono, ME 04469
Phone: (207)581-1581E-mail:
The University of Maine
Orono, Maine 04469
A Member of the University of Maine System