Frequently Asked Questions:

Q: Must additional information be provided for faculty and academic staff overload requests?

A: Yes:

If the overload is requested for a staff member with a base appointment in CALS, include a short statement affirming that the overload activity will not interfere with the staff member's responsibilities in your department and that the activity is not within the scope of the staff member's normal duties and responsibilities within the department.

If the overload request is for a staff member from another college or department and CALS is creating the overload, include a statement affirming that the overhead activity is not within the job responsibilities of someone else in the department or an explanation of why someone else in the department is not reasonably available to perform the duties within his/her job responsibilities.

Q: Must additional information be provided for classified employee overload requests?

A: No.

Q: What if the department did not learn about the overload until after the overload activity has begun?

A: Submit the overload request to the CALS Human Resources Office along with an explanation of why the request was not submitted prior to the activity, why it could not have been submitted prior to the activity and whether oral permission had been provided or sought prior to the activity.

Q: What if the overload responsibility is ongoing or recurring?

A: These responsibilities should be handled through some method other than overload payment, such as released time from the base appointment or a temporary base adjustment to reflect the additional responsibilities.

Q: How are overload payments made?

A: Overload payments for faculty and academic staff members should be made in a lump sum using class code 1111 or 1119 or on a percentage salary increase basis, depending on the nature of the overload activity. For example, an overload activity that takes place over the course of a semester should be paid on a percentage salary increase basis for that semester. Overload payments for classified employees can be paid on the bi-monthly payroll.

Q: Why do we have this complicated monitoring and approval process?

A: Wisconsin law prohibits any employee from receiving more than $12, 000 per year from any other state source. The employee can be required to re-pay amounts received beyond the limitation and the state regularly audits overload payments.

For further information or questions, contact:

CALS Human Resources: 5-6418