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Additional Employment
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. When determining the 125% additional employment under thus policy, all CSU employment and all outside CSU foundation and other CSU auxiliary employment are considered together.
Additional Employment for faculty unit employees is further governed by Article 36 of the California Faculty Association Collective Bargaining Agreement, which states:
A faculty unit employee shall be limited in CSU employment to the equivalent of one (1) full-time position in their primary or normal employment. An overage of up to twenty five percent (25%) of a full-time position shall be allowed if the overage employment:
(a) consists of employment of a substantially different nature from their primary or normal employment; or
(b) is funded from non-general fund sources; or
(c) is the result of the accrual of part-time employment on more than one (1) campus; or
(d) is necessary to meet a temporary faculty unit employee’s entitlement to full-time work, or to offer work to a part-time temporary faculty employee up to full-time under provision 12.29 (a)(8) or (b)(9). However, under no circumstances shall a faculty unit employee’s entitlement to subsequent employment at a campus exceed full-time in any academic term.
Faculty are responsible for monitoring their time commitments 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.
All required approvals for additional employment must be obtained before the work begins. Without advance approval, work has not been authorized and cannot commence.
Please refer to the Faculty Additional Employment Guidelines and Procedures for more detailed information.
To begin the authorization process, faculty members and/or administrators wishing to assign a faculty member additional employment should contact the faculty member's college analyst.
College Contacts:
College of Natural Resources and Sciences - Lydia Evers
College of Professional Studies - Krista Carroll
College of Arts, Humanities, and Social Sciences - Brec Ronis
Considerations for Different Faculty Types
For the sake of additional employment any faculty member, including semester appointees, will be considered full-time faculty during a semester in which they have 15 WTU or a 1.00 FTE workload. Full-time faculty are subject to the CSU Additional Employment Policy and the faculty CBA as described above. A full-time faculty member may not accept a teaching assignment on another CSU campus while in active work status (including while on paid leave).
A faculty member on sabbatical or difference in pay leave is considered in full-time work status for the duration of their leave and shall not accept additional and/or outside employment without prior approval of the President (or designee), per CBA Article 27.18 and Article 28.14.
Part-time temporary faculty may be employed up to 18.75 units as a Lecturer (i.e., class codes 2358 or 2359) only if the work is split between two or more CSU campuses. Otherwise, they are restricted to a total of fifteen (15) units of teaching per term even if the units are in two different departments on the same campus. Exceptions to this policy for a “16th unit” may be given as outlined in the Collective Bargaining Agreement (36.5(d)).
FERP faculty are further restricted by regulations set forth in Article 29 of the Unit 3 CBA. Total CSU employment for FERP participants is limited to either 90 days per fiscal year or 50% of the faculty member’s time base in the year preceding service retirement. FERP participants, then, are not generally permitted to accept any additional employment since they are already halftime (50%) in their FERP position. However, there is a limited exception if the employment is through a CSU auxiliary that is not a CalPERS agency. If a research auxiliary does not participate in CalPERS, a FERP participant can potentially be employed by the auxiliary to perform grant-supported work, as long as it is also consistent with CSU additional employment policies.
PRTB faculty are considered full-time for purposes of applying additional employment restrictions (see Article 30.10 of the Unit 3 CBA). Therefore, they may work an additional 25% only if the work meets one or more of the criteria described above.
Effective January 1, 2013, a retiree must have a minimum separation of service of 180 calendar days prior to returning to any CalPERS-covered employment without reinstatement and cannot work in excess of 960 hours or 50% of the hours worked in the prior fiscal year of service prior to retirement, whichever is less. The Sponsored Programs Foundation is a separate employer and is not covered by CalPERS.
MPP employees may not receive additional compensation to teach in any for-credit program, even outside their unit. MPP employees may volunteer to teach courses as part of their MPP position. MPP employees may receive compensation to teach non-credit courses through CEE (i.e., class code 2363) or for work on grants through SPF with their supervisor's approval. Additional employment limitations apply.