211.1 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.
211.2 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.
211.3 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.
211.4Additional 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.
211.5 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.
211.6 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.
211.7 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).
211.8 Additional Employment refers to any CSU employment that is in addition to the employee’s primary appointment.
211.9 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.
211.10 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.
211.11 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).
211.12 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).
211.13 For academic year faculty, the 25% additional employment cap is established for the academic year. Academic year faculty may be appointed up to 125% during time periods between semesters or on leaves of absence without pay.
211.14 For twelve-month faculty, the 25% additional employment guideline is based on a calendar year. Twelve-month faculty may be appointed up to 125% while on earned vacation or leaves of absence without pay.
211.15 For ten-month faculty, the 25% additional employment cap is based on their ten-month employment. Ten-month faculty may be appointed up to 125% during their employment breaks, while on earned vacation or on leaves of absence without pay.
211.16 For staff in positions determined to be “exempt” from the overtime provisions of the Fair Labor Standards Act, work performed in excess of a 1.0 full-time equivalent time-base is normally not compensated. Exempt employees are expected to accomplish assigned work without regard for the number of hours worked and time off is reported in full workday increments. However, exempt employees may be granted an additional appointment not to exceed 25% above a 1.0 full-time equivalent time-base if the additional assignment is unrelated to his or her primary work assignment. The assignment may also include a special project where unique knowledge is required unavailable through another source and when an emergency timeline must be met.
211.17 For staff in positions determined to be “non-exempt” from the provisions of the Fair Labor Standards Act, additional appointments in excess of full-time are not granted. Instead, work performed in excess of a 1.0 full-time equivalent time-base is compensated at the established overtime rate for all hours worked in excess of forty hours in a week. If a non-exempt employee is to perform work in an exempt position at the same time, the employee must be considered as non-exempt for pay purposes and is eligible for overtime pay for any hours worked after 40 hours in a week. In the event that an additional employment opportunity is being considered for a non-exempt employee, the time-base of the primary position shall be reduced so the primary and additional appointments in total do not exceed a 100% time-base.
211.18 For administrators appointed within the Management Personnel Plan, work performed in excess of a 1.0 full-time equivalent time-base is normally not compensated. Administrators are exempt employees and are expected to accomplish assigned work without regard for the number of hours worked. The establishment of an additional appointment shall be carefully considered on a case-by-case basis. Only those individuals who possess unique skills and abilities required for a project not available through any other resource shall be considered for an additional appointment. Furthermore, only those situations in which an excessive time commitment outside normal assignments is required and/or where the benefit to the University far exceeds any personal benefit to the individual or department, would an additional appointment be granted. Such situations might include a special research or community project that will bring substantial acclaim to the University. Additional employment for administrators must be authorized by the Cabinet Officer and the University President.
211.19 Additional employment is based on time-base, not salary. Normally, the salary rate for additional employment is 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 external funding/granting 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 CSU base rate of pay for the primary appointment. For a faculty member employed on a government (e.g., federal or state) sponsored grant or contract, the rate of pay must be consistent with OMB Circular A21 definitions and be approved by the funding agency. A faculty member paid 100% from federal or state grant funds may not work more than 100% time.
211.20 Overload appointments shall not be provided for faculty on sabbatical leave with full pay. Additional employment may be provided to faculty on a Difference in Pay Leave in order to make up all or part of normal full-time base salary, supplemented by non-general funds.
211.21 Outside employment is permitted as long as it does not conflict with the responsibilities and duties of the employee to the CSU. The outside employment shall not conflict with regularly scheduled work assignments, overtime requirements, if any, or satisfactory performance of all duties of the employee. For faculty engaged in outside employment, upon written request by the appropriate administrator, the faculty member shall provide a written statement of the amount and approximate distribution of time devoted to continuous outside employment during the academic term to which he/she has been appointed.
Deans are authorized to appoint academic year or ten-month faculty during time periods between semesters or break periods for a time-base up to 1.0 full-time. Deans shall review all requests for faculty overload prior to submission to the Associate Vice President of ORSP and the Dean of Faculty. At the end of the overload appointment, Deans shall submit a written confirmation of the faculty member's total workload for the period of the additional appointment. Confirmations shall be submitted to Associate Vice President of ORSP as a supplement to current time and effort reporting.
Deans/Directors shall authorize all time worked by non-exempt staff to ensure that appropriate overtime compensation is provided. Deans/Directors may authorize multiple and/or additional employment for exempt employees not to exceed 25% above full-time.
211.23 Prior to the commencement of the assignment, all requests for additional employment and overload appointments connected with the Office of Research and Sponsored Programs (ORSP), shall be approved by the Associate Vice President for ORSP prior to submission to the Dean of Faculty for final authorization.
211.24 Prior to the commencement of the assignment, all requests for overload appointments for faculty shall be authorized by the Dean of Faculty.
211.25 Special requests for additional employment and overload appointments and exceptions to provisions contained in these guidelines shall be reviewed and authorized by the Provost/Vice President for Academic Affairs.
211.26 Prior to the commencement of the assignment, all requests for additional employment for faculty while on leaves of absence (Difference in Pay Leave, Sabbatical, Presidential Leave) must be authorized by the University President. The University President shall also authorize requests for additional pay that is above the base rate of pay for the primary appointment.
211.27 All requests for additional employment for staff shall be approved by the Director of Human Resources, prior to the commencement of the assignment.
211.28 Employees shall monitor their own time-base and ensure that their appointments are consistent with the guidelines for additional employment.
211.29 Deans/Directors shall ensure the appropriate usage of vacation, leaves of absence and reductions in time-base in connection with additional employment and shall ensure that the additional employment for exempt employees (staff and faculty) does not exceed 25% above full-time.
211.30 The College of Extended Learning, SFSU Foundation and all auxiliaries shall verify the time-base of University employees prior to appointment and ensure that their employment does not exceed 25% above full-time for twelve-month appointments or 25% above full-time during the academic year for ten-month or academic year appointments.
211.31 The Human Resources Department shall monitor University appointments for compliance with additional employment guidelines with particular attention to the time-base for employees in positions at more than one CSU campus. Human Resources shall verify the utilization of earned vacation, leaves of absence and reductions in time-base in connection with additional employment.
211.32 The granting or denial of additional employment is at the sole discretion of the President or designee.
REFERENCE: HR 2002-05 (CSU)
P300 Compensation Guidelines
P156D Special Consultant
ORSP – Additional Pay From External Funding Sources
OMB Circular A21