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!

franfields

I asked a very similar question recently on the Wage and Hour part of the forum (Check out the Topic: Help - Two Classifications - OT or Straight) and was told that in terms of FLSA the relationship was of one employee, no matter how many jobs, to one employer. When the non-exempt portion of their work became greater than 20%, their exempt status was in jeopardy.