Employee concurrently in 2 jobs

lce

Our organization is considering the option for an employee to be employed in 2 different jobs within the organization concurrently. This could mean that employees would have 2 different rates of pay and could be in both exempt and non-exempt jobs at the same time.

This would provide the organization with staffing flexibility across companies and/or departments -- where we could use our own staff to fill in instead of temporaries.

However, we have questions about how to handle performance appraisals, merit increases, FLSA impact to exemption status and overtime calculations, benefits eligibility, and so on.

Has anyone implemented something similar?

We'd appreciate any ideas! Thanks!

mbeam

Sounds more complicated than I would want to get into - can understand having your employees cross-trained across various department. However, mixing exempt and non-exempt sounds like a headache (or call from the DOL) waiting to happen.

Is there a way to accomplish this by making more of a combined job descripton rather than two different ones?

sonny

sounds like a time consuming nightmare to me. . I would not go there.

Rockie

I would NEVER mix exempt and non-exempt hours. Could be a DOL nightmare. You could certainly have an hourly employee working in two different departments at two different pay rates. You would have to compute the average hourly wage in order to compute overtime, if any.

Getting two supervisors together to complete a review would also likely be a pain, but not impossible especially if you have a rather small group.

Margaret Morford

Aren't you really talking about putting together your own temporary pool? If so, as long as you pay them like non-exempt employees, you don't have a difficulty with whatever job they are in. That's the way I'd do it to avoid any wage issues.

Margaret Morford
theHRedge
615-371-8200
[email]mmorford@mleesmith.com[/email]
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