Are there any problems with dual employment arrangements and FLSA?
These arrangements require administrators to carefully evaluate the overtime implications. Not all dual employment arrangements cause an employee to be eligible for overtime pay. The FLSA indicates that the hours employees who, at their option, work occasionally or sporadically on a part-time basis for the same agency in a capacity different from their regular employment do not have to be combined with the hours worked in the primary job for the purposes of determining overtime liability. However, the exempt or nonexempt status of the two positions should be reviewed carefully in addition to determining whether the occasional and sporadic and substantially different capacity criteria are met. Otherwise, all hours worked in a secondary job (Department B) must be combined with hours worked in the primary job (Department A) to determine overtime liability.There are also restrictions on graduate assistants being able to work for multiple departments. More information can be found at the Of
