Are you covering for another employee or taking on the duties of another position for a short time? You may ask your supervisor for a temporary overload. APSA supervisors, this is an option for you to ensure that employees that are taking on temporary increased duties are getting compensated for their work.
What is Temporary Overload?
The AD 10 policies (APSA members' terms and conditions of employment) mentions Temporary Overload in 10.01 and 10.06 (6.02).
Temporary Overload is a situation where a supervisor requests an employee to perform added duties in addition to performing the normal duties of his or her position and for which the employee may be paid. The employee must agree to take on these extra duties.
The added duties must be for a minimum of one week. Supervisors can request compensation for the employee from Human Resources before the start of the additional duties.
Here's an example: Art resigned from their position. While the department searches for their replacement, the supervisor asks Jill to perform some aspects of Art's job until the department fills the position, and she agrees. The supervisor discusses the temporary overload with HR. Once approved, the additional salary from the temporary overload is added to Jill's biweekly paycheque.
How much can the employee get paid?
The supervisor who requires the Temporary Overload determines the amount to be paid. A typical range in practice is between 5-10% however, the supervisor should discuss this in advance with the Associate Vice President of Human Resources.