Human Resources

Faculty additional employment refers to any compensated appointment in addition to the employee’s primary work appointment, creating a work “overload” or assigning work at times when work is not normally required. Some examples of additional employment appointments are:

1. Summer, Winter, and Special Sessions teaching and non-instructional appointments
2. Appointments that push total employment over 1.0 full-time equivalent (FTE) or Overload
3. Auxiliary Appointments (i.e., grant-funded research)

Requests for appointments are made via procedures that follow CSU Additional Employment Policy, (See CSU Coded Memorandum HR/Salary 2015-22 [pdf]), and the faculty (Unit 3) collective bargaining agreement (CBA). If there are discrepancies between this page and those listed, the HR memoranda and the CBA prevail.

The CSU Additional Employment Policy establishes limits (125%) on the total amount of employment an individual may have within the CSU system.  Additional Employment cannot exceed 25% of a full-time position and employment limitations are based on time-base, not salary.  In addition, it must:

1. Consist of employment of a substantially different nature from the primary or normal work assignment; or
2. Be funded from non-general fund sources; or
3. Be the result of part-time employment on more than one campus; or
4. Be 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).

In accordance with the CFA CBA, additional employment may be allowed up to 25%

These guidelines apply to all faculty at CSUMB or any of its authorized auxiliary organizations, and to any additional appointments compensated by the university, regardless of the source of funding. Affected employment includes appointments at any regular CSU program or auxiliary organization as well as appointments on more than one campus in the CSU. These guidelines also apply throughout the year whether during the regular semester or during summer or intersession, and during faculty duty days and non-duty days.

Additional employment shall not interfere with the employee’s primary assignment at CSUMB.  Additional employment in excess of full time, and most appointments for extra work do not affect university retirement credits or benefits payments—no benefits accrue—and it is not reported to CalPERS (HR-TL-SA2021-08 [pdf]).

All required approvals for additional employment must be obtained before work begins by completing the Additional Employment Pre-Approval form (AEP) if additional employment takes place on academic workdays during the academic year.  The AEP should be completed year-round for 12-month faculty. 

Note that a faculty unit employee on sabbatical or DiP leave can not accept additional or outside employment without prior approval from the President (per CBA article 27.15).

In an effort to provide maximum flexibility for faculty unit employees and to remain compliant with Article 36 of the CFA-CSU Agreement and the CSU Additional Employment (AE) Policy, additional employment (overload) will be calculated over the entire contract period of a faculty unit employee. For academic year (AY) faculty unit employees, the period of calculation will start on the first day of the fall semester and end after the last day of the spring semester of each academic year. For 12-month faculty unit employees, the period of calculation will start on January 1 and end on December 31, 11:59 P.M., of each calendar year.

Type of Work Allowable

Allowed:  Additional employment and reimbursed time are compensable when the preparatory work and other required duties are performed outside the normal duties of the employee’s regular assignment.  Additional employment is allowed to work on special projects funded by non-general fund sources. 

Not Allowed: 

• Work that is a part of the employee’s regular assignment or scheduled duties.
• Work that is concurrent or previously awarded as assigned time.
• Work that will be completed in the future.
• Work that increases the time base above 125% (more than 7.5 WTU in an AY (or 10.5 WTU in a calendar year for 12-month faculty).  
• Professional development activities chosen by faculty members as part of their research and service responsibility.
• Additional employment cannot be concurrent with assigned time (or previously awarded in the same semester).

Responsibility for Monitoring Workload and Assuring Compliance

Faculty are responsible for monitoring their time commitments for activities compensated through CSU payroll and for assuring compliance with the 125% rule. They are expected to communicate with their department chair and Dean about any prospective appointments and obtain approval prior to taking on any additional employment commitments.

Questions concerning faculty appointments should be addressed to the faculty member's Dean’s office or Human Resources.