There are a couple considerations for exempt staff working in a non-exempt secondary position. You will need to determine if your payroll stem can accommodate a secondary position rate and 1) you can assign them an experienced based PRN rate, 2) float them at their current exempt rate or 3) assign them a flat PRN rate for floating with enough incentive for them to pick-up. Salary is not impacted. Hours worked PRN are not overtime unless they exceed 40 hour at the PRN position in the workweek.

Neil Everett

Vice President of Human Resources

Hattie Larlham

9772 Diagonal Road

Mantua, Ohio 44255

(O):  330-732-8287

(E):   Neil.Everett@hattielarlham.org

From: opra_hr@opra.simplelists.com [mailto:opra_hr@opra.simplelists.com] On Behalf Of Wendy Bejaige
Sent: Thursday, November 08, 2018 5:57 PM
To: opra_hr@opra.simplelists.com; opra_members@opra.simplelists.com
Subject: question

Hello everyone,

We are considering somehow supplementing our salary managers when they work a shift, is anyone doing this?  Do you allow them to earn an hourly DSP rate ?  How does that effect their salary?

Any feedback is appreciated!

Wendy Bejaige

Executive Director

Triad Residential Solutions

419-482-0711

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