Difference in Pay Leave Policy

This policy establishes guidelines for granting difference in pay leave to full-time faculty.

1.00 Purpose

The purpose of this policy is to establish the means by which eligible full-time faculty can be granted difference in pay leaves. This policy is consistent with Article 28 of the CSU Faculty Bargaining Agreement. This policy is intended to reflect the University's commitment to the principles, goals and ideals described in the CSUMB Vision Statement and to its core values.

2.00 Definition

Difference in pay leaves are intended to provide an opportunity for full-time faculty to engage in research, scholarly and creative activity, instructional improvement or faculty retraining.

3.00 Eligibility

Full-time faculty members shall be eligible for a difference in pay leave if they have served full-time at CSU Monterey Bay for six (6) years in the seven (7) year period preceding the leave. To be eligible for a subsequent difference in pay leave, full-time faculty members must have served full-time for at least three years after any previous sabbatical or difference in pay leave. Credit granted in the CSUMB appointment letter for service elsewhere toward the completion of the probationary period shall also apply towards fulfilling the eligibility requirements for the initial difference in pay leave.

4.00 Funding

Because the cost to the university is negligible for difference in pay leaves, there is no university allocation for these leaves. Any benefit or other costs associated with difference in pay leaves shall be absorbed by the college or department of the faculty member on difference in pay leave.

5.00 Criteria

At all levels of review, applications for difference in pay leave shall be evaluated according to the appropriateness and benefits of the activities, and the practicality of attaining the stated goals and outcomes of the difference in pay leave proposal.Appropriateness and benefits are related to the expanded and deepened definitions of the four areas of scholarship described in the current Retention, Tenure, and Promotion (RTP) Policy and to the priorities of the CSUMB Vision Statement.


Difference in pay leaves may involve professional development, courses of study, creative or scholarly projects, or other experiences of a scope or nature not possible through normal workload assignments. Activities during difference in pay leave should promote more effective student learning or lead to increased mastery of the applicant's field or development of a new area of specialization.


All difference in pay leave proposals should articulate clearly how the proposed activities will enable the applicant to better serve CSUMB students, Department and CSUMB missions and programs, and/or to meet local, regional, or statewide needs.


Difference in pay leave proposals should be clearly defined and articulated and should state outcomes that are realistically attainable.

6.00 Authority

The President or his designee grants difference in pay leaves after receiving recommendations from the Department RTP Committee and/or Department Chair, Dean, and the Provost. The Dean level recommendation, after having received input from the appropriate Department Chair, shall ensure that any difference in pay leave granted shall not seriously disrupt the course offerings or cause other undue hardship at the Department level.

7.00 Duration

A difference in pay leave may be granted for one (1) or two (2) semesters of an academic year or for two (2) semesters within a two consecutive academic year period (for example, Spring semester of one academic year and Fall semester of the following year).

8.00 Salary

The salary for a difference in pay leave for a faculty member shall be the difference between the faculty member's salary and the minimum salary for Instructor rank. The salary for a librarian shall be the difference between the librarian's salary and the minimum salary of the lowest comparable time base librarian rank. The salary for a counselor shall be the difference between the counselor's salary and the minimum salary of the instructor rank at the comparable time base.

9.00 Indemnification

Each difference in pay leave must be followed by a term of service to the university equal to the length of the difference in pay leave.

Final approval of a difference in pay leave shall not be granted until the applicant has filed with Academic Personnel a promissory note, the value of which is at least equal to the amount of salary to be paid during the leave. Such promissory note shall indemnify the State of California against loss in the event the faculty member fails to render the required service after the difference in pay leave.

Faculty members granted difference in pay leaves shall, within ninety (90) days of return to service, submit a written report of their leave activities to Academic Personnel for inclusion in their Personnel Action File. Copies of the report shall also be submitted to their Department Chair and College Dean.

10.00 Employment

Typically, faculty members on difference in pay leave shall not accept employment elsewhere, although there may be instances where employment would contribute to the objective of the leave. Faculty members on difference in pay leave shall not accept additional employment without prior approval of the President or designee.

11.00 Continuous renewal

This policy shall be assessed in six years from its effective date to determine its utility and effectiveness. The policy may need to be revised before that time if changes in the CSU Faculty Bargaining Agreement mandate campus changes.

s/ Eduardo M. Ochoa


Effective Date: March 14, 2013

Certification of Process

Reviewed by: Faculty Affairs Committee, Academic Senate Executive Committee, Academic Senate, Academic Affairs Council, Policy Facilitation Team, Academic Personnel, Provost, and President.