3.02.28 - Compensation for Special Assignments

Policy Title: Compensation for Special Assignments

Impact: Employees

Responsibility: Human Resources

Effective Date: 05/31/2000

Revised Date:

Reviewed Date: 4/30/2023

Relates to Procedure:

Legal Citation(s):

I. Policy Narrative

In general, North Idaho College employees may be considered for additional compensation in the form of a stipend under the following circumstances:

1. When overtime pay is inappropriate or when a category of employee is ineligible for overtime pay as provided under the Fair Labor Standards Act.
2. When an employee is asked to perform significant additional duties for a period of at least five weeks.
3. When the significant additional duties performed will not become a permanent part of the employee’s assignment.
4. When the significant additional duties performed would not reasonably be considered a part of the “additional duties as assigned” clause in the employee’s contract.

Procedure Title: Compensation for Special Assignments

Impact: Employees

Responsibility: Human Resources

Effective Date: 05/31/2000

Revised Date: 12/20/2024

Reviewed Date: 12/20/2024

Relates to Policy: 3.02.28

Legal Citation(s):

Procedure Narrative

The following guidelines and approvals are required for the payment of a stipend:

1. Any special assignment for which a stipend is considered should be measurable in activity, responsibility and scope, and documented on a Stipend Request form.
2. Stipends must be authorized by an employee's immediate supervisor and approved by their supervising dean or PC member and the designated representative from Human Resources.
3. The amount paid as a stipend will vary based on circumstances and will be proportionate to the amount and scope of the additional work performed as determined by Human Resources. Stipends may be calculated as follows:
   • Fixed fee for the performance of a service or the completion of a special project
   • Percentage of the employee’s current salary
   • Percentage of the pay range of the position in which the employee is acting
   • Credit equivalency
4. While stipends generally should not be paid for temporary assignments of less than five weeks duration, once approved, stipends may be paid retroactive to the beginning of the assignment.

Appeals

Should an employee and their supervisor disagree as to whether a stipend is justified, the employee may submit a written request for an advisory ruling from their supervising dean or PC member and then to Human Resources. The employee may request a final decision, where agreement is still not reached, from the president.