Skip to Main Content

Faculty HR Office of Faculty Affairs

Support Page Content

Additional Employment

What is an "Additional Employment" Appointment?

Additional employment, also referred to as an additional appointment, refers to employment compensated by the CSU (including sources such as the Chancellor's Office, UEI Sponsored Programs Administration, College of Continuing Education, etc.) that is in addition to the primary or normal employment of a faculty unit employee. An “overage” of up to twenty-five percent (25%) of a full-time position is allowed, provided that certain requirements are met. Refer to the resources and guidelines below for more information.

Information for Unit 3 Faculty

This section provides information to Unit 3 faculty employees, including tentured, tenure track, lecturers, librarians, coaches and academic-realted counselors.

The Collective Bargaining Agreement is the primary source for information limiting Additional Employment, which applies to all Unit 3 faculty employees.

Faculty must inform their Department or College of any additional employment work in advance, and in some cases may need approval from their Department to begin additional employment work. Faculty should track their own workload to ensure that they stay in compliance with workload restrictions. Faculty who will be completing additional employment cannot approve their own work or supporting documentation.

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:

  1. consists of employment of a substantially different nature from their primary or normal employment;
  2. is funded from non-general fund sources;
  3. is the result of the accrual of part-time employment on more than one (1) campus; or
  4. is necessary to meet a temporary faculty 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, in no case shall a faculty unit employee’s entitlement to a subsequent employment at a campus exceed full-time in any academic term. (CBA Article 36.5)

The 25% overage allowed (10 hours per week or 3.75 units per semester) is calculated as a percentage of a full-time workload (40 hours per week or 15 units per semester) or, when appropriate, time base (0.25). It is not calculated as a percentage of full-time salary.

FERP Participants

Participants in the Faculty Early Retirement Program (FERP) are further restricted by regulations outlined in Article 29 of the Unit 3-Faculty Collective Bargaining Agreement. 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 who teach one semester each academic year or half-time both semesters of the academic year fall under the 50% rule and are not permitted to accept any additional employment* since they are already halftime (50%) in their FERP position.

*The only exception is work for a Foundation/Auxiliary employer who is a non-CalPERS employer; if you accept work from the foundation, then an additional 25% in workload can be accepted on top of the 50% cap while you are in the FERP semester, or academic year, if that is your term of employment (CBA Article 29.14).

Sabbaticals

A faculty unit employee on sabbatical leave shall not accept additional and/or outside employment without prior approval of the President, per CBA Article 27.18. The “Sabbatical or Difference-In-Pay Leave: Request for Additional or Outside Employment” form is available on the Faculty Advancement forms page.

Rehired Annuitants

A faculty unit employee who has been hired as a Rehired Annuitant may or may not be eligible to accept additional employment. It is important that Departments, Colleges, or Programs contact OFA before allowing a Rehired Annuitant to participate in additional employment opportunities.

Temporary Faculty

Temporary faculty are restricted to an overall workload total of 15 units per semester.

Temporary faculty may work an additional 25% overage in a position that is substantially different from their Lecturer position.

PRTB Participants

Participants in the Pre-Retirement Reduction in Time base Program (PRTB) are considered to be full-time for purposes of applying additional employment restrictions (see Article 30.10 of the Unit 3-Faculty Collective Bargaining Agreement). Therefore, they may work an additional 25% only if the work meets one or more of the criteria described in bullets 1, 2 or 3 listed in the Guidelines section and in CBA Article 36.5.

Additional Employment Work

The limitations apply to work performed for any CSU campus and for any CSU auxiliary organization such as College of Continuing Education (CCE) and University Enterprises, Inc. (UEI). Work performed as a Special Consultant is also counted as part of an individual’s total workload and considered additional employment.

Additional employment shall not interfere with the employee’s primary CSU assignment.

The work to be performed must be performed outside the normal work hours of the employee’s regular assignment and it cannot be part of the employee’s regular assignment.

Applicable Time Periods for Limitations

The applicable time period for twelve (12) month faculty unit employees shall be the calendar year, exclusive of the faculty unit employee's earned vacation periods.

The applicable time period for ten (10) month or academic year faculty unit employees shall be the academic year, exclusive of time periods between academic years, time periods between academic terms, and the vacation periods of a faculty unit employee. For academic year or ten (10) month faculty unit employees, additional employment and overload limits (125%) shall be calculated and applied independently during summer periods.

Outside employment is different from an additional employment appointment in that the work being done is not compensated by the CSU (including sources such as the Chancellor's Office, UEI Sponsored Programs Administration, College of Continuing Education, etc.).

Outside employment shall not conflict with normal work assignments or the satisfactory performance of all duties of the Unit 3 employee.

In accordance with Article 35 of the Unit 3 Collective Bargaining Agreement all full-time Unit 3 employees meeting or exceeding the hours listed in Article 35.3 are requested to provide a written statement of the amount and approximate distribution of time devoted to continuous outside employment during the academic term to which they have been appointed.

Written statements shall be submitted using the Outside Employment Disclosure Form (Appendix G) and shall be provided to the appropriate administrator (College Dean/Library Dean/Athletics Director, AVP) no later then the census date of the semester in which the outside employment is to be undertaken.

Information for Submitters & Approvers

Faculty who will be completing additional employment work can not submit or approve their own work. Faculty must inform their Department or College of any additional employment work in advance to ensure compliance with workload restraints.

This section provides information for Submitters, referred to as Originators in CHRS TAE, and for Approvers including MPPs who approve the workload and budget and those who verify that payment can be issued.

The Collective Bargaining Agreement is the primary source for information limiting Additional Employment, which applies to all Unit 3 faculty (tenured, tenure-track, lecturers, librarians, coaches and academic-related counselors.

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:

  1. consists of employment of a substantially different nature from thier primary or normal employment;
  2. is funded from non-general fund sources;
  3. is the result of the accrual of part-time employment on more than one (1) campus; or
  4. is necessary to meet a temporary faculty 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, in no case shall a faculty unit employee’s entitlement to a subsequent employment at a campus exceed full-time in any academic term. (CBA Article 36.5)

The 25% overage allowed (10 hours per week or 3.7 units per semester) is calculated as a percentage of a full-time workload (40 hours per week or 15 units per semester) or, when appropriate, time base (0.25). It is not calculated as a percentage of full-time salary.

Limitations by Status

Faculty with the following status may have additional workload restrictions. Refer to the limitations section under “Information for Unit 3 Faculty” for more information.

  • FERP Participants
  • Sabbaticals
  • Rehired Annuitants
  • PRTB Participants

Limitations by Classification

Faculty workload limitations may vary depending on their classification (part-time vs full-time) and the semester in which the additional employment work will be done.

Classification: A faculty unit employee shall be limited in CSU employment to the equivalent of one (1) full-time position. A full-time position is equal to a 100% workload, which equates to 1.00 FTE, 15 WTU, or 40 hours per week.

  • Full-time faculty: 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 able to work an additional 25% workload (10 hours per week, 3.75 WTU, or 0.25 FTE) in additional employment work.
  • Part-time faculty: For the sake of additional employment unit 3 lecturer faculty are considered part-time faculty during a semester in which they have less than 15 WTU or less than a 1.00 FTE workload. A Part-time faculty members primary workload must be taken into consideration when determining how much of an additional employment workload they can accept. The total combined workload between these two balances cannot be greater than 125%.

Semester Considerations

When the additional employment work will be done can affect the amount of additional workload that a faculty member can accept.

Spring & Fall: A faculty members primary position must be considered when calculating the total additional employment workload that they can accept.

  • Full-time faculty have a primary workload of 1.00 FTE and can accept no more than a 25% overage during the Spring or Fall semester. This is equivalent to 10 hours per week, 3.75 semester WTU or 0.25 FTE.
  • Part-time faculty have a primary workload of less than 1.00 FTE so may be able to accept more than a 25% overage during the Spring or Fall semester. Their overage along with their primary workload should equal no more than 125%.

Summer & Winter: With some exception, like faculty or Chairs in a 12-month position, faculty on active payroll status are considered “off contract” in summer and winter session. This can increase the amount of additional employment workload that they can accept.

  • During the summer and winter session an off-contract faculty member on active payroll status can accept one or more additional employment appointments. No singular appointment can have a workload greater than 1.00 FTE or 100% and the total workload across all appointments cannot be greater than 125% or 1.25 FTE.
  • Work with CCE, UEI or other campus agencies during summer or winter session must be considered when calculating total workload. You can review this workload in CHRS TAE.

How to Calculate Workload

The following methods can be used to calculate unit 3 faculty workload.

Using WTU: A full time unit 3 faculty workload is equivalent to 15 WTU per semester. This unit of measure can be used to calculate additional employment and other faculty workloads.

Process: Divide the number of WTUs by 15 to determine workload

Examples:

  • Sarah would like to accept additional employment work that will be done during the fall semester. The work is equivalent to 3 semester WTUs.
    • 3/15 = a workload of 0.20 or 20% (0.20 x 100 = 20%)
  • Anthony would like to accept additional employment work that will be done during the summer break. The work is equivalent to 6 semester WTUs.
    • 6/15 = a workload of 0.40 or 40% (0.40 x 100 = 40%)

Using Hours per Week: A full time unit 3 faculty workload is equivalent to 40 hours per week. This unit of measure can be used to calculate additional employment and other faculty workloads.

Process: Divide the hours per week by 40 to determine workload

Examples:

  • Nadia would like to accept additional employment work that will be done during the spring semester. Nadia will be working an average of 10 hours per week.
    • 10/40 = a workload of 0.25 or 25% (0.25 x 100 = 25%)
  • Matthew would like to accept additional employment work that will be done during the summer break. Matthew will be working an average of 15 hours per week.
    • 15/40 = a workload of 0.375 or 37.5% (0.375 x 100 = 37.5%)

Converting WTU to Hours: For unit 3 faculty a full-time workload is 40 hours per week or 15 semester WTUs. This also means that 15 WTU is equivalent to 40 hours per week, so one can directly convert WTU to hours (and vice versa).

Process: Start with WTU or hours and convert that to FTE or workload using one of the methods discussed previously. Then multiply that FTE by the appropriate full-time workload.

Examples:

  • WTU to Hours: Converting 9 WTU to hours per week.
    • 9/15 WTU = an FTE or workload of 0.60
    • 40 hours per week x 0.60 = 24 hours per week
  • Hours to WTU: Converting 6 hours per week to WTU.
    • 6/40 hours per week = an FTE or workload of 0.15
    • 15 WTU x 0.15 = 2.25 WTU

Converting AY Base Salary to an Hourly Rate: Contact OFA for guidance on how to convert a unit 3 faculty members AY Salary to a daily rate or an hourly rate.