Limitations on Additional Employment
36.5 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:
(a) consists of employment of a substantially different nature from his/her primary or normal employment;
(b) is funded from non-general fund sources;
(c) is the result of the accrual of part-time employment on more than one (1) campus; or
(d) 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 subsequent employment at a campus exceed full-time in any academic term.
If Additional Employment includes any of the following ineligible work during the academic year (excluding summer/intersession)?
- Teaching
- Curriculum/course development
- Advising
- Research supported by General Fund
- Committee work during the academic year
- Service to the University
- Other primary faculty responsibilities (Unit 3 work)
If yes, then the faculty does not qualify for Additional Employment for that work because it is considered to be part of a faculty primary responsibility (Unit 3 work). Please meet with your Resource Manager/ Appropriate Administrator to examine the scope of work and its appropriateness.
Work that is ineligible for additional employment for Lecturers must be placed on their ETF.
Applicable time Periods for Limitations on Additional Employment
36.7 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
21.27 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.
Additional Employment for Non-College Departments
For non-colleges requesting additional employment, please work with the faculty's members home department.
Please contact the College's Resource Manager (RM)/Director of Fiscal Operations & Planning:
| College | RM/Director | |
|---|---|---|
| College of Arts & Letters | Phyllis Scott | [email protected] |
| College of Business and Economics | Aimee Lim | [email protected] |
| College of Education | Becky Tsan | [email protected] |
| College of Engineering, Computer Science & Technology | Christopher Lam | [email protected] |
| College of Ethnic Studies | Tommy Luong | [email protected] |
| College of Natural and Social Sciences | Tommy Luong | [email protected] |
| Rongxiang Xu College of Health and Human Services | Tara Herman | [email protected] |
| University Library |
Faculty Additional Employment Pre-Authorization Request
The Faculty Additional Employment Pre-Authorization Request Form is required for every additional employment appointment offered to a faculty member. An Adobe PowerForm has been created to capture the information required for this type of assignment. The form may be completed by either the faculty member or a designated proxy and then routed electronically for the faculty member's signature and the Resource Manager's review. For more information about the new form, please refer to the AE Pre-Authorization Guide.
The AE Lump Sum Calculator spreadsheet is an essential tool for calculating the information required to accurately enter additional employment transactions into the Temporary Academic Employment (TAE) module in CHRS.
The guide's purpose is to ensure that all additional employment materials are stored consistently, securely, and in a way that supports accurate tracking and administrative compliance.
Instructions
Once the pre-authorization request form is completed, appointment can be entered into the TAE module.
A SharePoint folder must be created for each Additional Employment appointment. The AE SharePoint Guide provides step-by-step instructions for completing this process.
AE SharePoint Guide describes how to:
- Create a folder on SharePoint with naming convention
- Upload required documents:
- AE Pre-Authorization Request Form
- AE Lump Sum Calculator spreadsheet
- AE Outcomes and Deliverables Form – signed form once work is completed
Additional Employment Outcomes and Deliverables form must be completed by faculty upon completion of the assignment. Form must be filled out and send to appropriate administrator with the specific time frame.
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 must qualify under Article 36.5 of the Unit 3 Collective Bargaining Agreement (e.g. additional employment for teaching is allowed through PaGE, 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 (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, 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