Dual Employment

Dual Employment is when a hiring official wishes to hire a University or Classified Staff or Wage employee currently employed on a full-time basis to perform an additional job assignment (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
  • 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

UVA discourages dual employment as a staffing option, and therefore strictly controls the approval process. Dual employment

  • is approved on a temporary basis only and for compelling business reasons
  • will be terminated immediately if it has a negative impact in performing a primary assignment
  • must be approved by University Human Resources through UVA Temps

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 (see Resources below)
  • 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

Compensation

  • 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

  • Departments will be assessed the UVA Temps administration fee

  • Employees deemed Exempt under FLSA are not necessarily paid the time and one half rate; instead, departments should negotiate rate of pay

Dual employment payment is dependent on the FLSA status of the primary (first) job based on the chart below:

PRIMARY JOB FLSA STATUS DUAL EMPLOYMENT JOB FLSA STATUS 1½ OVERTIME PAYMENT
Exempt Exempt No
Exempt Non-Exempt No
Non-Exempt Exempt Yes
Non-Exempt Non-Exempt Yes

Resources