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ADDITIONAL EMPLOYMENT AND OVERLOAD
GUIDELINES AND PROCEDURES
These guidelines and procedures are in compliance with California State University Additional Employment Policy, HR 2002-05, and with appropriate federal regulations.
These guidelines apply to all faculty at and they apply to multiple appointments compensated by the University, regardless of the source of funding. Such employment includes appointments at any regular program or auxiliary organization as well as appointments on more than one campus in the .
Additional employment shall not interfere with the employees primary assignment.
Additional employment in excess of full time does not affect University retirement credits or benefits payments.
DEFINITIONS
Additional Employment refers to any employment that is in addition to the employees primary appointment. The Additional Employment Policy (HR 2002-05) establishes limits (125%) on the total amount of employment an individual may have within the system. Additional Employment cannot exceed twenty-five percent of a full-time position, and employment limitations are based on time-base, not salary.
employment is defined as any employment compensated through payroll, regardless of funding source (e.g., general fund, extension, employment reimbursed by an auxiliary or other source).
When determining additional employment, all employment and all outside foundation and other auxiliary employment are considered together.
Overload is a term exclusive to employees represented by the CFA and refers to additional employment in excess of a full-time workload, or when appropriate, in excess of a full-time (100%)time-base.
Reimbursed time is a mechanism whereby the University is reimbursed from external
funds for an employees 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 employment.
Assigned time is a term commonly used to describe a partial release from regular work
assignments to pursue research, scholarly, administrative, or other activity.
Special consultant is a classification that may be used when a faculty or staff member is
appointed to perform a special assignment of a temporary nature based on a particular
knowledge, ability, or expertise. 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.
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. See coded memorandum HR-2003-21 for rules related to
employees working as independent contractors.
ALLOWABLE ADDITIONAL EMPLOYMENT
employment, per Article 36 of the CBA, (i.e., employment compensated through the 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.
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.
Academic Year Faculty
For academic year faculty, the 25% additional employment cap is established for, and computed over, the academic year.
For full-time academic year employees, the 25% maximum translates to an overload of approximately:
10 hours per week
21 days per semester
3.75 units per semester
A full-time academic year employee may be employed up to 125% time during nonacademic year time periods.
Such an employee may also work 125% during semester breaks as shown in the academic calendar, provided that no more than 100% is allocated to one individual federal project.
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.
Twelve-month Faculty
For twelve-month faculty, the 25% additional employment guideline is based on a 12-month calendar year.
For full-time twelve-month employees, the 25% maximum translates to an overload of approximately:
10 hours per week
65 days per calendar year
7.5 per calendar year or 3.75 units per semester
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.
Faculty funded through a grant
Grants at CI are administered through the General Fund
Faculty funded 100% through a grant are considered to have a 1.0 full time state-funded position
Additional employment, up to the 25% overload maximum, must be funded through non-general fund sources (i.e. extension)
Faculty funded partially though a grant are considered to have a state-funded position with an equivalent time base (i.e. 80% grant funded = .8 time base)
Additional employment, up to 100% or a 1.0 time base, may be funded through the General Fund or non-general fund sources
Additional employment, up to the 25% overload maximum, must be funded through non-general fund sources
Type of work allowable
Most additional employment, reimbursed time, and/or overload are compensable only if the preparatory work and other required duties are performed outside the normal work hours of the employees regular assignment. Additionally, the work to be performed cannot be part of the employees regular assignment.
Any questions or disputes as to whether an externally funded assignment may be compensated as additional employment, overload, or reimbursed time shall be determined by the Appropriate Administrator.
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 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 base rate of pay for the primary appointment..
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