Additional Employment Guideline
To provide a framework within which employees of the University may be appointed for more than full-time, and establish the total amount of employment an individual may have with the CSU.
Additional employment guidelines are designed to provide a framework within which employees of the University may be appointed for more than full-time, and establish the total amount of employment an individual may have with the CSU. When determining additional employment, all CSU employment and all CSU foundation and other CSU auxiliary employment are considered together.
An employee may be provided with an appointment not to exceed twenty-five percent above a 1.0 full-time position. Generally, the additional (overload for faculty) employment shall be of a substantially different nature than the primary or normal work assignment. Such employment may include work on a special project separate from normal daily assignments that is determined to require special knowledge not available through another resource and/or when an emergency timeline must be met. The additional employment may also result from an appointment that is funded from non-general fund sources or is the result of part-time employment on more than one campus.
Additional employment can be from different types of appointments including Special Consultants and Casual Workers. An Honorarium or a Performance Bonus is a form of payment for a special event or project and is not considered additional employment (reference P300 Compensation Guidelines). Additional employment in excess of full time does not increase retirement credits or benefits payments.
Additional employment for faculty is discouraged when it is possible to reduce the individual’s workload through assigned time (i.e., reimbursed release time). Faculty should reduce their teaching load to zero before an overload appointment is considered. The use of overload for faculty should be minimized to exceptional cases, with a likely duration of one semester. Additional employment shall not interfere with the employee’s primary CSU assignment. Conflicts of interest are not permitted, regardless of the amount of compensation or time-base.
All staff (except Unit 4, APC), faculty and administrators who have temporary, probationary or permanent status are eligible for additional employment. The Additional Employment Guidelines apply to multiple appointments (academic and/or non-academic) compensated by the University, regardless of the source of funding. This includes any regular CSU program or auxiliary organization (SFSU Foundation, Cesar Chavez Student Center, Franciscan Shops, and Associated Students) as well as appointments on more than one campus in the CSU.
Where the provisions of the Additional Employment Guidelines are in conflict with collective bargaining agreements reached pursuant to Chapter 12, (commencing with section 3560) of Division 4 of Title I of the Government Code, the collective bargaining agreements shall take precedence.
CSU Employment is defined as any employment compensated through CSU payroll, regardless of funding source (e.g., general fund, extension, lottery, CSU employment reimbursed by an auxiliary or other source).
Additional Employment refers to any CSU employment that is in addition to the employee’s primary appointment.
Outside Employment is 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.
Overload is a term exclusive to employees represented by the CFA and refers to CSU additional employment in excess of a full-time workload, or in excess of a full-time (100%) time-base.
State Supported Summer Session employment is considered additional employment (extra pay for extra work). The full-time equivalent for State Supported Summer Session is 12 units and the pay per unit is calculated by dividing the annual academic year base salary by 30 (the total number of units during an academic year).
Winter Session (CEL) employment is considered additional employment (extra pay for extra work). The full-time equivalent is 4 units and the pay is determined in accordance with CSU guidelines. (For CEL Summer classes, the full time equivalent is 12 units).