Unit 3 - Faculty 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.