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Office of Human Resources

Dual Employment and Overloads

Clemson University recognizes that many faculty and staff have a variety of talents that may be utilized across the state. Dual employment is an agreement by which an employee within an FTE position accepts temporary, part-time employment with the same or another agency which constitutes independent, additional duties distinct from the employee's primary duties.

The process below should be followed to facilitate and request approval for dual employment or overloads involving a Clemson University employee.

FTE Dual Employment Faculty Overload Pay Additional Jobs for TMP, TLP or TGP Employees

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Dual Employment for FTE Employees

Dual employment for FTE employees requires an agreement in which a Clemson employee accepts temporary, part-time employment within Clemson or with another agency, which constitutes independent, additional duties distinct from the employee’s primary duties. The steps outlined are required to process a request for dual employment.

Please Note: All internal dual employment requests (two positions within Clemson) must be approved by the South Carolina Division of State Human Resources (DSHR) before work begins. External dual employment requests must be approved by DSHR if the dual employment compensation for an employee will exceed 30% of the employee’s annualized salary in a fiscal year.

 

  • Requesting FTE Dual Employment

    Step 1: Complete the required FTE Dual Employment Approval Form. Please reference the Dual Employment Procedure for assistance completing the form.

    Step 2: Submit the completed and signed FTE Dual Employment Approval Form to your HR Service Manager.

    Step 3: Wait to hear from OHR. The Office of Human Resources is required to submit all internal dual employment requests and some external dual employment requests to the Division of State Human Resources (DSHR) for approval. OHR will notify you once DSHR responds to the request.

    Step 4: Begin dual employment. Reference the Dual Employment Procedure for guidance on processing payment for services rendered.

Overload Pay for Faculty Members

Overload compensation is an option when a faculty member is asked to assume an additional workload in a semester that significantly surpasses the 12-credit hour equivalent expectation. Overload compensation is specifically internal to Clemson University. This is not considered dual employment and is approved separately. The steps outlined are required to process a request for overload compensation.

 

  • Requesting Overloads for Faculty

    Step 1: Complete the required Overload Pay Approval form. Please reference the Dual Employment Procedure (page 2) for assistance completing the form.

    Step 2: Submit the completed and signed Overload Pay Approval Form to your HR Service Manager.

    Step 3: Wait to hear from OHR. OHR will notify you once your request has been approved or denied.

    Step 4: Begin overload payment. Reference the Dual Employment Procedure for guidance on processing payment for services rendered.

Additional Jobs for Temporary, Time-Limited or Temporary Grant Positions

Temporary, TLP, and TGP positions may request to work an additional job, similar to FTE positions. The steps outlined are required to request approval for an additional job for a temporary, TLP or TGP employee.

Frequently Asked Questions

  • Is summer employment for academic personnel at state institutions of higher education the same as dual employment?

    No. Summer employment for 9-month faculty is not considered dual employment, which refers to additional compensation earned during an employee’s base period of employment. Summer employment may occur over any specified period of time between May and September of a calendar year.

  • Are there time constraints on how long a dual employment approval lasts?

    Dual employment is limited in duration to the specific time frame approved in a fiscal year, not to exceed 12 months . The practice of dual employment should not be used to provide higher continuing salaries than those approved by the Department of Administration. An employee engaged in dual employment shall satisfy the requirements of the established hours of work for the primary agency.

  • Who is responsible for approving dual employment requests?

    The agency heads or their designees of the primary and secondary agencies are responsible for approving dual employment requests prior to the beginning of the dual employment relationship. Because the secondary agency is responsible for coordinating dual employment arrangements, the secondary agency will coordinate the approval and any modifications of the dual employment request with the primary agency. The primary agency should process dual employment requests in a timely manner. Dual Employment within the same agency must be approved by the Division of State Human Resources prior to implementation.

  • Is there a maximum compensation for a dual employment position?

    The maximum compensation allowable for dual employment or overload is 30% of the base period salary (semester, academic year, or calendar year, as appropriate). Any requests over 30% are required to be reviewed by the Division of State Human Resources.