NUMBER:			HR 1.79
SECTION:		Human Resources

SUBJECT:		Salary Supplements

DATE REVISED:		March 7, 2001

POLICY FOR:		All Campuses
PROCEDURE FOR:		All Campuses

AUTHORIZED BY:		Jane M. Jameson
ISSUED BY:		Division of Human Resources

_____________________________________________________________________________
DISCLAIMER: The language used in the Human Resources policies does not create 
an employment contract between the employee and the University of South Carolina.  
The University reserves the right to revise the content of the Human Resources 
policies, in whole or in part, with or without notice.  In all cases, the Human 
Resources policies are intended to be consistent with the prevailing state and 
federal laws and regulations.  However, in the event the language contained in 
the Human Resources policies conflicts with state or federal laws or regulations, 
the state or federal laws or regulations will control.  The University of South 
Carolina Division of Human Resources has the sole authority to interpret the 
University’s Human Resources policies.
_____________________________________________________________________________

I.	Policy

A.	This document sets forth the University of South Carolina’s policy and 
	procedures for awarding salary supplements to unclassified and classified 
	employees.

B.	Salary supplements may be considered appropriate under the following circumstances:

1.	The assignment of significant, but temporary additional duties of greater 
	institutional responsibility for a specific period of time, excluding dual 
	employment;  
2.	For endowed chairs and named professorships; or
3.	For supplements or stipends approved by university affiliated foundation 
	boards and paid by the foundation.
4.	For unclassified Athletics Department coaches pursuant to employment 
	agreements approved in accordance with University policies and procedures.

C.	Salary supplements are not part of an employee’s base salary and will be 
	removed when the circumstances warranting the supplement no longer apply.

D.	Salary supplements cannot be retroactive and will not be effective until 
	all necessary approvals have been obtained.

II.	Supplements for Significant, Temporary Additional Duties and Responsibilities

A.	A salary supplement may be approved for employees who are assigned significant, 
	but temporary additional duties of greater institutional responsibility for 
	a specific period of time.  Such duties may include, but are not limited to:

1.	Serving as an academic administrator when an eventual return to a faculty 
	position is contemplated or specified in an offer letter;
2.	Serving in an interim or acting administrative role with greater institutional 
	responsibility; or
3.	Serving as a program or project director for a specific period of time when 
	an eventual return to one’s previous position is contemplated or specified 
	in an offer letter.

B.	Salary supplements for significant temporary additional duties of greater 
	institutional responsibility are normally paid from University departmental 
	funds.

C.	Salary supplements for significant, but temporary additional duties of greater 
	institutional responsibility will be reviewed annually.  It is the 
	responsibility of the appointing authority to notify the Division of Human 
	Resources when a salary supplement is to be removed.

D.	Significant additional duties of greater institutional responsibility that 
	become a permanent part of an employee’s position must be compensated through 
	regular University procedures instead of through salary supplements.

E.	Unclassified Employees
	
1. 	For unclassified employees, salary supplements for the assignment of 
	significant, but temporary additional duties of greater institutional 
	responsibility may be for the duration of the assignment.
2.	Salary supplements, if any, for deans, department chairs, and other 
	academic administrators are to coincide with their administrative 
	appointments.
3.	Salary supplements for unclassified employees must be approved in 
	advance by the President, the Executive Vice President for Academic 
	Affairs and Provost, a Vice President or Chancellor, as appropriate 
	to the level and campus location of the employee.  In addition, 
	supplements must be approved by the USC Division of Human Resources 
	and the South Carolina Office of Human Resources.

F.	Classified Employees

1.	For classified employees, salary supplements may be approved for up 
	to one year for the assignment of significant, but temporary additional 
	duties of greater institutional responsibility.  Supplements may be 
	extended beyond one year if necessary.  (See Section V. B. of this policy.)
2.	Salary supplements for classified employees must be approved in 
	advance by the President, the Executive Vice President for Academic 
	Affairs and Provost, a Vice President or Chancellor as appropriate 
	to the level and Campus location of the employee.  In addition, 
	supplements must be approved by the USC Division of Human Resources 
	and the South Carolina Office of Human Resources.


III.	Endowed Chair and Named Professorship Supplements
For policies and procedures addressing the appointment and review of endowed chair and 
named professorship supplements, see Academic Affairs policy, ACAF 1.21

IV.	University Affiliated Foundation Supplements
	
A.	Salary supplements from University affiliated foundations must be in 
	accordance with the approval policies established by the foundation 
	board providing the funding and paid by the foundation.  The foundation 
	is responsible for appropriate withholdings and tax notifications.

B.	Salary supplements from University affiliated foundations for 
	unclassified University administrators at the rank of Vice President 
	or above must be approved in advance by the Board of Trustees.

C.	Foundation funds paid to an employee for purposes of recruitment or 
	retention that are intended to be part of the employee’s salary for 
	the duration of his or her employment with the University will generally 
	be considered  part of the employee’s base salary and will be handled 
	through regular University procedures. 

V.	Procedures

A.	The following procedures must be followed when requesting approval for 
	a salary supplement for significant temporary additional duties and 
	responsibilities:

1. 	A written request for a salary supplement is sent by the academic or 
	administrative department chair through appropriate channels to the 
	salary administration office of the USC Division of Human Resources.
2. 	The request must include:

a.	the amount of the supplement;
b.	the expected beginning and ending dates of the supplement; 
c.	the employee’s current base salary (administrative salary supplements 
	are always calculated on the base salary); and
d.	an explanation of the reason for the supplement.
		
3. 	All salary supplement requests are evaluated by the USC Division of 
	Human Resources and sent to the South Carolina Office of Human 
	Resources for approval.  Salary supplements cannot be retroactive 
	and therefore cannot be effective until the date of approval by the 
	South Carolina Office of Human Resources.
4. 	Upon receipt of approval from the South Carolina Office of Human 
	Resources, the requesting department is notified by USC Division 
	of Human Resources and the approved supplement is sent to Payroll 
	for payment.

B.	Increasing or Extending a Salary Supplement

1.	An existing salary supplement for significant temporary additional 
	duties and responsibilities may only be increased in amount or 
	extended from an established duration by sending in a request as 
	specified in Section V.A. of this policy.  
2.	Increases and/or extensions require approval from the South Carolina 
	Office of Human Resources, and cannot be made retroactive.  
	Appropriate planning and lead time for processing must be allowed.

C.	Removal of a Salary Supplement

1.	When the circumstances warranting the salary supplement no longer 
	apply, the academic or administrative department chair must notify 
	the USC Division of Human Resources to remove the supplement.  
	Notification is accomplished by a departmental letter sent to the 
	USC Division of Human Resources, Office of Salary Administration.

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