Part Time IT position

Frenchie

At this time, we don't have a dedicated IT associate. The person doing those duties actually works in our sales division, but has the skills and desire to perform these tasks. He is asking that we allow him to work his regular job during the day and perform the IT duties two to three nights a week.

I'm trying to decide what the best course of action is. We do not have enough work to support a FT IT associate, but I don't really think the associate's proposal is the best way to go.

Do any of you have one person performing separate functions like this? If so, do you pay a different rate for each function? If you pay two different rates, do you average them when paying overtime?

DB

We don't have a dedicated IT person either. Right now the Billing Supervisor (who also is learning IT as she goes) oversees any day-to-day problems and supervises any IT consultants in addition to her regular duties. She is paid one rate for all work.

One problem I see with saving IT duties until the evening is what if Sally's computer dies at noon? Is she without a computer until that evening when the dual employee puts on his IT hat?

I don't pretend to have the answers because we are going through our own growing pains right now. Good luck with your dilemma.

HRCalico

We do the same as DB. One of our office people handles A/R and contracts and she is taking classes from Phoenix University along the lines of IT. It is just kind of part of her job description, I guess. I would not use different rates, but this person is presumably more valuable than others in your sales division, so higher pay based on that shouldn't be a problem.

atrimble

I'm the dual position person where I work. I was one of two computer information specialists before I took this job, and the employer had paid for me to attend several intensive learning classes, so they requested that I continue doing some troubleshooting. Then they eliminated the other CIS position, so I got more computer duty. Then they contracted the IT services out, so now I'm the in-house, unofficial computer tech and refer only major problems to the expensive consultants... And I get paid only for doing benefits coordination (computer duties fall under the "and other duties as assigned" category). I am non-exempt, so any computer emergencies that require my prolonged attention gain me either overtime or flextime.

CJinNM

As far as the pay issue, you may want to consider 2 pay rates. If you eventually need a FT person in this capacity, or the person's current sales duties increase, you may not be able to keep this person in both positions. If you've increased their pay to reflect performing both functions but that changes, you'd be faced with the decision to reduce pay or leave their pay rate as is which may create other complications for you in your overall compensation structure. I have used both methods, and my experience is to start with 2 rates until you can determine a longer range plan - if it works out best to have this person in both capacities, then create a new position and pay rate that reflects all of the necessary skills. And as far as OT goes, you do have to follow the FLSA guidelines and calculate the average regular rate for the week to compute their OT rate.