Dual Employment

Dual employment occurs when one State agency or University desires the services of an employee of another State agency on a part-time, consulting, or contractual basis.

See the Additional Employment policy for information about other employment within the University.

Dual employment with another State agency* occurs when an SPA employee (Wage-Hour Exempt or Non-Exempt) is needed on a temporary and/or part-time basis by another State agency. This is limited to a situation in which the employee possesses specialized knowledge, skills, and/or abilities not readily available in the requesting State agency's recruitment area.

* The State Dual Employment policy does not apply to any employee of a local Board of Education, the Community College System, or a city or county government. Any additional employment with any of these organizations is considered secondary employment.

Dual employment is used only for an emergency or one-time, fixed-term assignment with specified beginning and ending dates (not over several semesters, for example) and not for any continuing need. It cannot conflict with the employee's regularly assigned duties.

To get approval for dual employment, an employee needs to obtain a completed Form "Dual Employment Request with Another North Carolina State Agency" with advance signature approvals by the:

• Employee's department head
• ECC Director, Employment, Classification & Compensation Department
• Head or representative of the other State agency involved

Payment for an approved dual employment arrangement requires that the payment be processed by the State Budget Form CP-30, "Request for Additional Payment to Employee for Work Performed for Another State Agency." That is, the payment is made to the University and then by the University to the employee. (See the Business Manual, Budget Office section.) The other State agency requesting an approved dual employment is responsible for the cost of the dual employment salary (agreed upon in advance) and the employer's Social Security contribution.

If you have questions about this policy, contact the Employment, Classification and Compensation Specialist in the Office of Human Resources assigned to work with your department.