Additional Employment

Overview

Additional employment refers to any employment compensated by the 好色先生 that is in addition to a faculty unit employee鈥檚 primary or normal appointment. This includes employment funded through general fund or non-general fund sources and may include assignments at another CSU campus or through a CSU auxiliary organization.

The provisions governing additional employment are outlined in the Collective Bargaining Agreement between the CSU and the California Faculty Association. These provisions establish limits intended to ensure that additional assignments do not interfere with a faculty member鈥檚 primary responsibilities.

Additional Employment/Overload/125% Rule

Limitations on Additional Employment

.听 A faculty unit employee shall be limited in CSU employment to the equivalent of one (1) full-time position in his/her primary or normal employment. An 鈥渙verage鈥� 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 his/her primary or normal employment;

(b) is funded from non-general fund sources;

(d) is necessary to meet a temporary faculty employee鈥檚 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鈥檚 entitlement to subsequent employment at a campus exceed full-time in any academic term.

Applicable Time Periods for Limitations on Additional Employment

.听 The applicable time period for ten (10) month or academic year faculty unit employees shall be the academic year at semester/quarter campuses and the individual's academic year at QSYRO campuses, 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.

Additional Employment During a Summer Term

.听 For academic year or 10-month faculty unit employees, additional employment and overload limits one hundred and twenty-five percent (125%) shall be calculated and applied independently during Summer periods.

Maximum Additional Employment Outside of Academic Year

Academic Year Faculty

Maximum teaching and additional employment outside of the academic year (Fall and Spring semesters) must be calculated at 125% and is independent of academic year Weighted Teaching Units (WTU). 125% of 15 WTU is 18.75 for an entire semester. It is important to note that ALL additional employment听must qualify听under Article 36.5 of the Unit 3 Collective Bargaining Agreement (e.g. additional employment for teaching is allowed through CCPE, but not for stateside programs.). To determine 125% for intersessions and summer session, we must first calculate the hour equivalent of one semester WTU.

We calculate the hour equivalent of one semester WTU as follows:

17 weeks X 5 days = 85 days; 85 days X 8 hours = 680 hours / 15 = 45.33.
One 3 WTU course is 3 X 45.33 = 136 hours.
To calculate an overage of 125%, the total hours are increased by 25%. 85 days X 10 hours = 850 hours / 45.33 = 18.75.

One complication is that the May Intersession overlaps with the Summer session by two weeks. May Intercession and Summer session can be treated as separate sessions, of course, but if someone is teaching in both, the total days/weeks should be combined.

Winter and May Intersessions each have 10 instructional days and four additional working days or 140 available hours at 125%. (140 / 45.33 = 3.08 WTU)
Summer session has 54 working days or 540 hours at 125%. (540 / 45.33 = 11.9 WTU)
May Intercession + Summer session has a total of 60 days or 600 hours at 125%. (600 / 45.33 = 13.23 WTU)

Rounding the numbers, the maximum for Summer session is 12 WTU; the maximum for May Intercession + Summer is 13 WTU.

Please be reminded that limitations on additional employment under Article 36.5 apply to all sessions and terms.

Maximum Additional Employment Available to AY Faculty

Maximum Additional Employment (Teaching, Assigned Time, Other Additional Employment) Available to Academic Year Faculty at 125% = 16 WTU Total (combined sessions)

Options for Teaching:

Winter Intersession Only = 3 WTU
May Intersession Only = 3 WTU
Summer session Only = 12 WTU
May Intersession + Summer session = 13 WTU
[Winter intersession (3 WTU)] + [May Intersession + Summer session (13 WTU)] = 16 WTU

Additional Employment Available to 12-Month Chairs and Directors

Additional Employment, Teaching or Assigned Time WTU Available to 12-Month Chairs and Directors (based on semester WTU)

Options for Distribution:

.60 fraction (6.5 Total WTU Available)
1.25 Maximum WTU in Winter Intercession
1.25 Maximum WTU in May Intercession
4.75 Maximum WTU in Summer session
5.25 Maximum WTU in May Intercession + Summer session

.80 fraction (3.3 Total WTU Available)
.6 Maximum WTU in Winter Intercession
.6 Maximum WTU in May Intercession
2.4 Maximum WTU in Summer session
2.7 Maximum WTU in May Intercession + Summer session

1.0 fraction (0 Total WTU Available)
0 WTU in Winter Intercession
0 WTU in May Intercession
0 WTU in Summer session
0 WTU in May Intercession + Summer session

Faculty Stipends for Training and Professional Development

The CSU has established a process to provide one-time stipends to eligible Unit 3 faculty who complete approved professional development or training activities. These stipends are intended to support participation in activities aligned with Article 25 of the CSU/CFA Collective Bargaining Agreement.

Stipends must be approved in advance by the President (or designee) and are awarded upon completion of the approved activity. They are not considered additional employment, are not pensionable, and do not count toward workload.

Each campus is responsible for developing local procedures for review, approval, and processing. Stipend amounts may vary but are capped at $10,000 per fiscal year per faculty member across the CSU system.

Please refer to the CSU Technical Letter HR/Salary 2023.11, Faculty Training and Professional Development Stipends.