|Future Students Current Students Parents/Families Alumni/Friends Faculty/Staff|
|etour | My OHIO|
|Status:||Approved on April 21, 1986||Signatures and dates
on archival copy
|Issued by:||J. Bruning|
This policy starts from the basic position that the contract issued by Ohio University to a full-time individual represents payment for full-time work. Accordingly, overload compensation is defined as payment received from or through Ohio University beyond the contract amount specified for the person's full-time services to the institution.
Implementation of this policy should help to avoid the following:
Inconsistencies within a budgetary unit such as a College in treatment of contract personnel (e.g., payment versus non-payment to different faculty members or administrators for the same kind of work).
Inconsistencies among budgetary units such as Colleges in treatment of contract personnel.
Assurances of overload compensation at the time of appointment as opposed to indications that such compensation may be available.
Failure to achieve full understanding among all concerned regarding such issues as the nature of duties for which overload compensation will be paid, the duration of an overload assignment, and the amount of compensation to be paid for each such assignment.
Overload assignment compensation should be permitted when each of the following conditions is met:
The proposed overload assignment is "professional" (i.e., within the contract person's area of expertise) as determined by the department chairman and dean or by other appropriate administrative officers.
The proposed overload assignment serves the objectives of the University.
The individual under consideration is able to complete contracted duties and assignments adequately.
There are no other responsibilities of higher priority within the University which the individual is soon to assume and which would conflict with the proposed overload assignment.
The proposed overload assignment cannot be handled by something other than direct monetary compensation (e.g., by reduced teaching load; by joint appointment; by trade-off of duties with other contract personnel; etc.).
Funds either come from a non-University (particularly, non-State of Ohio) budget source or the proposed overload assignment is one of the set of recognized exceptions to the former (i.e., off-campus teaching; correspondence, teaching, continuing education; workshops, conferences, and institutes; Black Studies Institute; advanced-standing examinations; extended learning program).
There has been full communication to the department chairman and approval by the dean (or other appropriate administrative officers) on the matter.
The individual under consideration earns from all sources connected with Ohio University no more than twenty percent (20%) beyond the contract amount specified for his full-time services to the institution through acceptance of the proposed overload assignment.
If any of the conditions specified above is not met, the proposed overload assignment and the amount of compensation must have the approval of the department chairman, the dean, the Provost, or of other appropriate administrative officers.
|Administrative Policy Manual
Andrea Swart revised this page
(https://www.ohio.edu/policy/41-002.html) on June 20, 2017.
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