Additional Employment for State-Side MPP and Staff Employees

• Definitions

  Additional Employment

  • Refers to any CSU employment that is in addition to the employee’s primary appointment.
  • Additional employment limitations are based on time-base, not salary.
  • A maximum of 125% time-base is allowed under certain circumstances.
  • The salary rate for additional employment may be the same as the rate for the primary appointment; however, a different salary rate is permitted if appropriate for the work performed and if allowed by the funding source (e.g., private corporation contract).
  • 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 assignment.

  An exempt employee may be assigned additional employment and receive compensation through the CSU foundation or other CSU auxiliary; however, the additional assignment of work must be unrelated to their primary work assignment.   Prior to starting work through the CSU foundation or other CSU auxiliary approval must be obtained through the Human Resources Services Center.

  When determining the 125% additional employment under the CSU Additional Employment Policy, all CSU employment and all outside CSU foundation and other CSU auxiliary employment are considered together.

  Outside Employment

  • Refers to any employment not compensated through the CSU payroll.
  • Employment directly compensated by a CSU foundation or other CSU auxiliary that is not compensated through the CSU payroll is considered outside employment.
  • Employment that is compensated through the CSU payroll and is reimbursed by a foundation, other auxiliary, or other funding source is considered CSU employment.
  • CSU employees may, consistent with campus policies governing outside activities, be employed outside the CSU system. However, conflicts of interest are not permitted.

  REQUEST PROCESS

  Additional employment shall not interfere with the employee’s primary CSU, Chico assignment.  Additional employment in excess of full-time does not impact University retirement credit or benefits payments. 

  Non-exempt staff: Additional appointments are typically not granted for non-exempt staff. In the event an Appropriate Administrator is considering additional employment for a non-exempt employee, hours worked in excess of 40 hrs/week must be compensated in accordance with FLSA and the appropriate collective bargaining agreement requirements. Appropriate Administrator must consult with Human Resources when a non-exempt employee is seeking additional employment.

  Exempt employeesmay be assigned additional employment and receive compensation through the CSU foundation or other CSU auxiliary; however, the additional assignment of work must be unrelated to their primary work assignment.   Prior to starting work through the CSU foundation or other CSU auxiliary approval must be obtained through the Human Resources Services Center.

• Additional Employment with a CSU Auxiliary or CSU Foundation

  Use these steps to review, approve, and process additional employment requests for non-faculty in advance of performing work for a CSU auxiliary.

  1. Chico State Employee completes a Non-Faculty Request for Additional Employment (Request form) and attaches a copy of their state-side position description and the proposed auxiliary position description. Employee routes for signatures, starting with the Principal Investigator/Hiring Administrator.
  2. Chico State employee forwards Request/Attachments to their Appropriate Administrator for review and signature. It is the responsibility of the Appropriate Administrator to ensure that the additional employment will not interfere with the employee’s primary CSU appointment or with the employee’s state-side standard work schedule.  It is also the Appropriate Administrator’s responsibility to ensure that the auxiliary work is not “related” to the employee’s primary state-side appointment. Appropriate Administrator should carefully review position descriptions to make this determination. 

  • In the event the work is “related” to the employee’s state-side work assignment, Appropriate Administrator should contact Human Resources to determine options. CSE/Associated Students may be asked to reimburse the State in these instances.

  1. Employee submits completed Request Form/Attachments, with both the PI/Hiring Administrator and Appropriate Administrator signatures, to Chico State Enterprises or Associated Students Human Resources Office for review and signature.
  2. Chico State Enterprises or Associate Students Human Resources forwards Request Form/Attachments to AVP, Staff Human Resources for final review.

  • If approved, Human Resources Service Center MPP signs and forwards approval to the appropriate auxiliary copying the Principal Investigator/Hiring Administrator, the employee, and the employee’s appropriate administrator. Final documents are filed in Human Resources.
  • If denied, Human Resources Service Center MPP will contact the employee’s appropriate administrator to discuss concerns and consider alternative arrangements, when possible.
• Additional Employment with another CSU campus or Chancellor's office

  Use these steps to review, approve, and process additional employment requests for non-faculty in advance of performing work for another CSU Campus or Chancellor’s office.

  1. Employee completes the Non-Faculty Request for Additional Employment and attaches a copy of their state-side position description. Employee routes for signatures to the Appropriate Administrator and Human Resources only.
  2. Human Resources will review the request and contact the Appropriate Administrator if they have any questions.  
  3. Human Resources forwards Request Form/Attachments to AVP, Staff Human Resources for final review.
     1. If approved, Human Resources Service Center MPP signs and the employee is notified of the approval to complete the additional employment. Final documents are filed in Human Resources.
     2. If denied, Human Resources Service Center MPP will contact the employee’s appropriate administrator to discuss concerns and consider alternative arrangements, when possible.
  4. Human Resources will coordinate with the hiring campus or Chancellor’s Office to determine the best course of action for payment.

Need Help?

• Contact Classification and Compensation Services(opens in new window)
• Email: classification@csuchico.edu