Skip to Main Content

Office of Faculty Advancement Division of Academic Affairs

Support Page Content

Additional Employment

Additional employment 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.


Processing Information


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 his/her 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 his/her 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, timebase (.25). It is not calculated as a percentage of full-time salary.

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.

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

Temporary faculty may be employed up to 18.75 units as a Lecturer only if the work is split between two or more CSU campuses. Otherwise, they are restricted to a total of 15 units of teaching, even if the units are in two different departments on the same campus (Exception: Article 12.29d (16th unit).

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

Participants in the Faculty Early Retirement Program (FERP) are further restricted by regulations set forth 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 timebase 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.

Participants in the Pre-Retirement Reduction in Timebase 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 1, 2, or 3 above.

Checklist and Samples

The following documents are required from the Department/College to process faculty additional employment:

  • ONE PTF with appointing and terminating dates
  • Supporting documentation (Scope of Work*) to include:
    1. Description of Duties
    2. Project Timeframe
    3. Project Compensation Amount and explanation (flat rate, daily rate, one month of salary, etc.)
    4. Frequency of Compensation (equal monthly payments, one-time payment at time of deliverables, one-time payment at end of semester, multiple payments at various intervals, etc.)
    5. Confirmation of completion of project or deliverables, if applicable – attach email or letter from supervisor of additional employment
  • Calculator

*examples of a sufficient scope of work can include, as appropriate, appointment letter, notification of scholarship/award, detailed agreement between incumbent and supervisor, etc.


  • Check payroll calendar for pay periods (for example, August 1, 2017 is part of July pay period).
  • Use the correct calculator (2403, or 2359/2361).
  • Is the faculty member on FERP or sabbatical? If so, consult the Office of Faculty Advancement.
  • Use a time base of .25 or less for work done during the academic year.
  • Look up most recent compensation rate (in case of GSIs, SSIs, promotion, range elevation, etc.) if pay is based on academic year salary.
  • In case of audit, ensure that supporting documentation provides a comprehensive justification of the additional employment.


For faculty whose primary appointment is full-time (1.0 time base)
Job Code 2403

Additional employment during periods outside the academic year (winter or summer breaks) may use up to full-time (1.0) time base for the additional employment.

  • Tom Sawyer - partial month additional appointment to receive a lump sum payment at the end of work with deliverables.
  • Huckleberry Finn – full month additional appointment to receive a lump sum payment at the end of the work with deliverables.

Note: A time base less than full-time can be used if needed to ensure that the base pay meets the minimum salary on the 2403 pay scale ($3986/month).

Additional employment occurring within the academic year - the maximum time base for additional employment is limited to 25% of full time – (10 hours per week or 3.75 WTU’s per semester)

Additional employment that spans over two or more pay periods during the academic year or non-academic year should all contain 22 days. Please contact HR for assistance if one of those months contain less than 22 days.

  • Brenda Smith – Multiple payments over 2 months (as required by time base and minimum salary limitations)

For faculty whose primary appointment is below full-time (15 WTU’s)
Job Code 2359

  • Mary Smith - Part-time lecturer (time base below 1.0)