{"id":2977,"date":"2026-02-03T08:43:24","date_gmt":"2026-02-03T14:43:24","guid":{"rendered":"https:\/\/uwm.edu\/policy\/?post_type=library&p=2977"},"modified":"2026-02-03T08:43:25","modified_gmt":"2026-02-03T14:43:25","slug":"remunerated-activities","status":"publish","type":"library","link":"https:\/\/uwm.edu\/policy\/library\/remunerated-activities-outside-activities-and-conflicts-of-interest\/remunerated-activities\/","title":{"rendered":"113.02 – Remunerated Activities"},"content":{"rendered":"\n
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In circumstances where an academic staff member has full-time duties and is then offered and accepts an additional University assignment that includes remuneration, the supervisor, or in the case of a teaching academic staff, the executive committee, and the affected academic staff member shall negotiate the form that remuneration or accommodation of such services will take.\u00a0 These Academic Staff Policies and Procedures generally strongly prefer that such remuneration take the form of an overload.\u00a0 Alternatively, if the limit of overload payments precludes an overload, a temporary base salary adjustment is another preferred form of payment.\u00a0 If under the circumstances the supervisor (or executive committee) and the affected academic staff member agree that an overload or temporary base adjustment is not feasible, a buyout of the individual\u2019s time may occur.\u00a0 In that case, the funding credited to the academic staff member\u2019s department shall be spent in consultation and coordination with the affected academic staff member in a manner that is mutually acceptable and beneficial.\u00a0 Failure to offer one of these alternatives constitutes an unfair work practice and is grievable under the Academic Staff Policies and Procedures.\u00a0\u00a0\u00a0<\/p>\n<\/div>\n\n\n\n