Additional Employment

Additional Employment Guidelines and Policies

These guidelines and procedures are in compliance with California State University Additional Employment Policy, HR 2002-05, and with appropriate federal regulations.

These guidelines apply to all faculty at California State University, Chico and they apply to multiple appointments compensated by the University, regardless of the source of funding. Such employment includes appointments at any regular CSU program or auxiliary organization as well as appointments on more than one campus in the CSU.

Additional employment shall not interfere with the employee’s primary CSU assignment. Additional employment in excess of full time does not affect University retirement credits or benefits payments. 

DEFINITIONS

  1. Additional Employment refers to any CSU employment that is in addition to the employee’s primary appointment. The CSU Additional Employment Policy (HR 2002-05) establishes limits (125%) on the total amount of employment an individual may have within the CSU system. Additional Employment cannot exceed twenty-five percent of a full-time position, and employment limitations are based on time-base, not salary.
    1. CSU employment is defined as any employment compensated through CSU payroll, regardless of funding source (e.g., general fund, extension, CSU employment reimbursed by an auxiliary or other source).
    2. When determining additional employment, all CSU employment and all outside CSU foundation and other CSU auxiliary employment are considered together.
  2. Reimbursed time is a mechanism whereby the University is reimbursed from external funds for an employee’s salary, benefits, and accrued non-productive time. Employment that is reimbursed to the University by a foundation, other auxiliary, or other funding source is considered CSU employment.
  3. Assigned time is a term commonly used to describe a partial release from regular work assignments to pursue research, scholarly, administrative, or other activity.
  4. Special consultant is a classification that may be used when a faculty or staff member is appointed to perform a special assignment of a temporary nature based on a particular knowledge, ability, or expertise. Employees who accept additional employment as special consultants are subject to the 125% limit on additional employment. Special consultants are employees for payroll purposes, and are not to be confused with Independent Contractors.
  5. Independent contractor is an individual who is hired to perform a specific task, and the employer controls only the result of the work, not the means and methods of accomplishing the result. See CSU coded memorandum HR-2003-21 for rules related to CSU employees working as independent contractors.

ALLOWABLE ADDITIONAL EMPLOYMENT

CSU employment, per Article 36 of the CBA, (i.e., employment compensated through the CSU payroll) is limited to the equivalent of one full-time position in a primary or normal work assignment.

However, the CBA provides for additional employment of up to twenty-five percent (25%) of a full-time position if the additional employment:

  1. consists of employment of a substantially different nature from the primary or normal work assignment; or
  2. is funded from non-general fund sources; or
  3. is the result of part-time employment on more than one campus.

Percent of Effort Allowable

An employee may be provided with an appointment not to exceed 25% above the 1.0 full time position (125% time). A faculty member paid 100% from federal funds may not work more than 100% time.

  1. Academic Year Faculty
    1. For academic year faculty, the 25% additional employment cap is established for, and computed over, the academic year.
      1. During the Academic Year, full-time academic year employees may hold additional appointments up to 25%.
      2. During Breaks, full-time academic year employees may work full-time and have additional employment up to 25%, provided that no more than 100% is allocated to one project.
    2. For full-time academic year employees, the 25% maximum translates to an additional employment of approximately:
      1. 10 hours per week during the academic year
      2. 155 days per calendar year
    3. A faculty unit employee on sabbatical leave shall not accept additional and/or outside employment without prior approval of the President, per CBA article 27.15.
  2. Twelve-month Faculty
    1. For twelve-month faculty, the 25% additional employment guideline is based on a 12-month calendar year.
    2. For full-time twelve-month employees, the 25% maximum translates to an additional employment of approximately:
      1. 10 hours per week
      2. 65 days per calendar year
    3. A faculty unit employee on sabbatical leave shall not accept additional and/or outside employment without prior approval of the President, per CBA article 27.15.

Type of Work Allowable

Additional employment and reimbursed time are compensable only if the preparatory work and other required duties are performed outside the normal work hours of the employee’s regular assignment. Additionally, the work to be performed cannot be part of the employee’s regular assignment or scheduled duties. 

Compensation for Additional Employment

Determination of whether additional employment is within limits is based on time-base, not salary. The salary rate for additional employment should be the same as the rate for the primary appointment.  In the case of a federal grant or contract, the rate of pay for the additional employment must be the same as the CSU base rate of pay for the primary appointment.

Methods of Compensation for Additional Employment

(see Additional Employment Payment Guidelines & Processes, below).

Responsibility for Monitoring Workload and Assuring Compliance

Faculty are responsible for monitoring their time commitments for activities compensated through CSU payroll and for assuring compliance with the 125% rule. They are expected to communicate with their department chair and Dean about any prospective appointments and obtain approval prior to taking on any additional employment commitments.

Questions concerning faculty appointments should be addressed to the faculty member's Dean’s office or the Office of Academic Personnel.

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