Faculty Affairs and Success

Additional Employment

Additional Employment Guidelines and Policies

These guidelines and procedures are in compliance with California State University Additional Employment Policy, HR 2002-05 (PDF),  TL-SA2015-22 New Classification for Faculty Additional Employment (PDF), and with appropriate federal regulations.

These guidelines apply to all faculty at California State University, Chico and 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 impact University retirement credits or benefits payments.  All required approvals for additional employment (including job code 2403 Academic Appointment Forms and Special Consulting Agreements) must be obtained before the work begins.

  • 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 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 partial release from regular work assignments to pursue research, scholarly, administrative, or other activity and is approved by the AWTU request process (PDF).

    4. Special consultant is a classification that may be used when a part-time faculty member is appointed to perform a special assignment of a temporary nature based on particular knowledge, ability, or expertise. Only part-time faculty may be paid as special consultants up to a maximum of $1500.  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. Full-time faculty must receive an Additional Employment Appointment using job code 2403, as they may not be employed as special consultants. 

    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. Under the tech letter TL-SA2021-07 (PDF), current CSU faculty members may not serve as Independent Contractors for the CSU.  They may be given additional employment (2403) if the work is of a substantially different nature from the primary or normal work assignment.
  • Allowable Additional Employment

    CSU employment, per Article 36 of the CBA (PDF), (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.

    * To assist in determining whether additional employment is of a substantially different nature from a faculty member’s primary or normal work assignment, compare the characteristics of the additional employment with the primary professional responsibilities of faculty, including their classification and associated professional responsibilities in Article 20 of the faculty collective bargaining agreement. According to CBA 20.1.a, “[t]he primary professional responsibilities of instructional faculty members are: teaching, research, scholarship, creative activity, and service to the University, profession and to the community.” Please review CBA 20.1 for further details about the primary professional responsibilities of faculty members.

    If “yes” is answered to any of the questions below, it may be considered substantially different:

    1. For AY faculty, is the work outside of the academic year (i.e., summer or winter sessions)? Note that subtle differences in AY vs. 12-month job codes do not constitute “substantial differences.”
    2. Is the work funded by non-general fund sources?
    3. Is the work outside of duties we already employ the faculty to do – the regular professional responsibilities listed in Article 20?
    4. Do we employ others in the faculty job code to do the work?
    5. Is the work outside the division of the faculty member’s primary employment?

    Teaching a new course for a different department is not considered substantially different employment. A full-time faculty member may not accept additional teaching at their home campus or another CSU. Additional employment for full-time faculty is paid using an Academic Appointment Form using Job Code 2403. Additional employment for part-time lecturers is paid using an Academic Appointment Form using Job code 2358 or 2359, or if under $1500 with a Special Consultant Agreement.

  • 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.  Our campus has developed a Faculty Self-Tracking Template(opens in new window) and Business Process Guide-Tracking the Faculty 125% Rule Using the Self-Tracking Faculty Template(opens in new window).

    1. Academic Year Faculty
      1. For academic year faculty, the 25% additional employment cap is established for, and computed each semester and over the entire 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 additional employment translates to 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 requested using the Application for Sabbatical or Difference-in-Pay Leave Request for Additional or outside Employment (PDF) form.
    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 requested using the Application for Sabbatical or Difference-in-Pay Leave Request for Additional or outside Employment (PDF) form.
  • Type of Work Allowable

    Allowed:  Additional employment and reimbursed time are compensable when the preparatory work and other required duties are performed outside the normal work duties and/or dates of appointment of the employee’s regular assignment. Additional employment is allowed to work on special projects funded by CSE or non-general fund sources. The Office of Faculty Development provides allowed opportunities that incentivize system or campus priorities that include mandatory trainings and specific/documented deliverables and are beyond the current responsibility of the faculty member’s position. MPPs outside of Academic Affairs must have approval from Human Resources prior to any teaching additional employment appointment. MPP employees in Academic Affairs may not receive additional compensation to teach, even outside their unit. MPP employees may volunteer to teach courses as part of their MPP position. 

    Not Allowed: 

    • Work that is a part of the employee’s regular assignment or scheduled duties.
    • Work that will be completed in the future.
    • Work that increases the timebase above 125% (more than .25 FTE or 3.75 WTU in a given semester for full-time faculty).  
    • Professional development activities chosen by faculty members as part of their research and service responsibility.
    • Additional employment that is concurrent with similar work for which the faculty member is also receiving AWTU.
    • Teaching a course, in a different department, or as a long-term substitute because it is not substantially different work.
    • Additional teaching by a full-time faculty member at their home campus or another CSU. 
    • Compensation to an MPP in Academic Affairs for teaching.
    • Additional employment for a faculty member on either a partial or full-time FMLA leave.
  • 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
  • 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 Faculty Affairs and Success.