Faculty Affairs

Employment Opportunities(opens in new window)

Our Office

Kendall Hall, Room 104
530-898-5029
facultyaffairs@csuchico.edu

Regular Hours
8 a.m.–5 p.m.
Monday–Friday

Mailing Address
Faculty Affairs
400 W. First St.
Chico, CA 95929–0024

Faculty Leave Options

If you need to be away from work for a period of time, you may be eligible for a paid or unpaid leave of absence. The following types of leave are available for Chico State faculty members.

1. Sabbatical and Difference-in-Pay (DIP) Leaves

These leaves support faculty research, scholarly or creative activity, instructional improvement, or retraining.

Sabbatical Leaves (CBA Article 27)

  • One-Semester at Full Pay
    A full-time (1.0 FTE) leave for a fall or spring semester at full salary.
    Awarded competitively based on recommendations from the College Leaves Committee and the College Dean.
  • Academic Year at Half Pay
    A full-time (1.0 FTE) release for two semesters (either fall/spring or spring/fall, or calendar year with approval) at 50% of monthly salary.
    Granted if meritorious and based on curricular impact, departmental operations, and campus budget considerations (CBA 27.10.b).
  • Application (PDF) Details:
    - Deadline: Last Friday in September (FPPP 13.1.2.d.2)
    - Award Notification: On or before the second Friday in November (FPPP 13.1.2.e.6)

Difference-in-Pay Leaves (CBA Article 28)

  • A full-time (1.0 FTE) leave granted for the same purposes as sabbatical leaves, available for a semester, several months as appropriate to the appointment, or an academic year.
  • Compensation is the difference between the faculty member’s salary and the minimum salary for the Instructor rank (Lecturer A, Grade 2 per Unit 3 Salaries-At-A-Glance guide).
    Awarded based on recommendations from a Department Committee and the appropriate administrator.

Conditions and Requirements

  • Eligibility: A full-time faculty unit employee shall be eligible for a sabbatical or difference in pay leave if they have served full-time for six years at that campus in the preceding seven year period prior to the leave and at least six years after any previous sabbatical leave or difference in pay leave.   A faculty unit employee will be eligible for a subsequent difference in pay leave after they have served full-time for three years after the last sabbatical leave or difference in pay leave and has satisfied the service obligation from the previous leave.  Sabbatical leave eligibility is calculated starting with the next academic year after a sabbatical is taken.
  • Promissory Note: A promissory note (PDF) is required for the salary received during a sabbatical or difference-in-pay leave.
  • Outside Employment: Faculty outside employment is prohibited during sabbatical or difference-in-pay leaves without prior approval via the Request for Additional or Outside Employment (PDF)
  • Post-Leave Obligations: Upon return from leave, the faculty member must:
    * Verify the leave conditions were met by timely submitting the Request for Information Following Faculty Leave (PDF)
      * Serve the CSU for a period equivalent to the length of leave (i.e., one term of service for each term on leave).

2. Leaves of Absence Without Pay (CBA Article 22)

Personal Leave Without Pay

  • These leaves are granted for personal reasons, such as outside employment or other purposes of a personal nature.
  • May be full-time (1.0 FTE) or part-time.

Professional Leave Without Pay

  • These leaves are intended for research, advanced study, professional development, or other campus-benefiting activities.
  • Requires the approval of the College Leaves Committee
  • May be full-time (1.0 FTE) or part-time.
  • Service credit is accrued (up to one year) if leave conditions are fulfilled toward:
    * Sabbatical/DIP eligibility
      * Service Salary Increases (SSI)
  • Post-Leave Obligations: Upon return from leave, the faculty member must:
    * Verify the leave conditions were met by timely submitting the Request for Information Following Faculty Leave (PDF)

Note: Benefits may be lost if the working time base drops below 0.50 FTE during the leave period for tenured/tenure-track faculty, 12-month lecturers, and 12-month/AY counselors  or below 0.40 FTE for lecturer faculty or AY Coaches (CBA 32.2).

3. Medical and Parental Leaves (CBA Articles 23 and 24)

Medical Leave

Available for:

  • Your own serious health condition
  • Caring for a family member with a serious health condition

Parental Leave (CBA 23.4–23.6)

  • Up to 50 days of paid parental leave for preparing for and caring for a new child.
  • Must be taken consecutively, unless otherwise agreed upon with the appropriate administrator.
  • Must begin within a 135-day period (from 60 days before to 75 days after the child’s arrival).

Parental Leave Options to Reduce Instructional Impact

  • Leave Sharing: With administrator approval, one faculty partner may donate part or all of their leave to their spouse/partner (must be another faculty unit employee).
  • Workload Reduction: With administrator approval, faculty with an Academic Year (AY) appointment may reduce workload by at least 60% (or 9 WTUs) for one semester in lieu of a 50-day parental leave.
  • Combination Leave: With administrator approval, faculty with an AY appointment may combine paid parental leave, sick leave, and unpaid leave to take an entire semester off work. Paid leave does not need to be exhausted before taking unpaid leave.

4. Other Paid Leaves (CBA Articles 22 & 23)

  • Bereavement Leave
  • Military Leave
  • Jury Duty
  • Leave to Vote
  • Absence as a Witness

5. Leaves for Teaching Associates & Graduate Assistants

Leave policies for Unit 11 academic student employees (Teaching Associates, Graduate Assistants) are governed by the Unit 11 Collective Bargaining Agreement.

6. Probationary Faculty Evaluations During Leave

  • In certain circumstances prior to the leave of absence, faculty may request to extend the probationary period (PDF) using the appropriate request form.
  • Periodic and performance reviews continue during leave, and probationary faculty are expected to upload required RTP documents to Interfolio.Extensions of the probationary period, if approved, are for one year and are not revocable once granted.