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NC Department of Health and Human Services
Division of Human Resources
 
 
 
NC DHHS HR

Classification and Compensation

Dual Employment at DHHS

What Is Dual Employment?

According to state of North Carolina human resource policies and guidelines, employees are engaged in dual employment when they accept additional employment with another state agency. The dual employment arrangement may be temporary, part-time or contractual. 

Dual employment should be used where valid joint appointments are involved. It is used to authorize employees with special skills and abilities to participate in a loan arrangement between the parent and borrowing agencies so that a sound balance between the interests of the State, the agencies, the employee and the public is attained.

Dual Employment Between Two State Agencies

DHHS employees must receive managerial or supervisory approval from the parent agency employer before participating in dual employment arrangements.

The parent agency is defined as the agency having control over the services of the employee and from which the employee receives their regular paycheck.  The borrowing agency is the agency seeking temporary or part-time employment services of the parent agency employee. DHHS is considered the agency, not the individual schools, facilities or divisions within it.

The borrowing agency must first obtain permission from the parent agency before a dual employment arrangement is established. The parent agency submits the employee’s time records for the time worked in its agency to BEACON Best Shared Services who will combine both agency wages into a single payment.

An example of this arrangement could be an employee who works for DHHS during the day and then teaches a class at North Carolina State University in the evening.

The process in each case may be different depending on whether the state agency uses the BEACON HR/Payroll system or another payroll system.

State of North Carolina employees, both those who are subject or not subject to overtime provisions, must receive supervisory approval of dual employment arrangements. Dual employment policies do not apply to employees of the state’s public school system or those employed by the state’s community college system.

Because of the diversity of arrangements, dual employment situations are to be handled on a case by case basis by the cooperating managers and supervisors in direct consultation with human resource professionals in the facility/division human resources office. Generally, the manager or supervisor of the parent agency takes the lead in ensuring the arrangement complies with both employers’ policies for dual employment.

Dual Employment between two different divisions/facilities within DHHS

Dual employment can also be used within DHHS between different DHHS divisions and facilities. Employees must receive managerial or supervisory approval from the primary division/facility and the director of the borrowing division/facility. The borrowing division/facility submits the employee’s time records for the time worked in its unit to central HR who then sends it to BEACON Best Shared Services who will combine both wages into a single payment. If the employee is subject to overtime under the Fair Labor Standards Act (FLSA), the borrowing facility/school must commit to paying time and one half for any hours worked over forty at the borrowing unit; hence the need for director level approval.

If the two roles have different FLSA designations or different shift premium rates, please contact Classification and Compensation to review the situation.

An example of this arrangement could be an employee who provides direct care services to patients during the day at one facility and provides direct care services in the evening at another facility.

Dual Employment within the same division/facility within DHHS

DHHS employees must receive the approval of the division/facility director to work two different roles within the same division/facility. This is also called “working out of class”.  The employee must record the time for the second role on a different time sheet. The timesheets are reviewed by the HR office and then sent to BEST shared services for processing.

An example of this arrangement is a Pharmacy Technician who works a regular 40 hour week job at the hospital, but also works weekends as a Health Care Technician at the same hospital. The rates of pay for these roles are different requiring a separate timesheet. If it so happens that the rate of pay is the same for the two different roles, then all of the employees’ time can be recorded on the primary timesheet and will not require an additional dual employment time sheet. Overtime hours resulting in this arrangement will be accrued at time and a half.

If the two roles have different FLSA designations or different shift premium rates, please contact Classification and Compensation to review the situation.

Please note:

  • An employee cannot utilize sick or vacation leave to participate in dual employment
  • There cannot be any overlap of an employee’s regular hours and dual employment hours.
  • A person cannot be on call at one facility while at the same time be working dual employment hours at a different facility.

For questions, please contact Classification and Compensation at (919) 733-4344.