ࡱ> \^[ `%bjbjVV 4:<<YEEEEEYYY8$4YE(L L L DDDDDDD$FHIZDEL * "L L L DEED!!!L FEED!L D!!@C -dY A"sDD0EAIP!IDCIECxL L !L L L L L DD!L L L EL L L L IL L L L L L L L L  : 91Թ Additional Employment and Overload FREQUENTLY ASKED QUESTIONS Q. What is Additional Employment? Additional Employment is a term used in the Faculty Collective Bargaining Agreement (CBA) which refers to any employment within the California State University system which is in addition to a faculty unit employees primary appointment. Q. What is considered my primary appointment? A faculty unit employees primary appointment is defined as the position within the California State University system in which the employee is assigned to for the bulk of their employment. For example, if a Lecturer works for two programs (i.e. English and Psychology) on one campus, the primary appointment in considered the work done for the program at the highest time base, or units taught. The same principle would apply for Lecturers working for two programs at two separate CSU campuses. Q. How much additional employment am I allowed? The CSU Additional Employment Policy limits the total employment an individual may have within the CSU system. Under the current CBA that limit is 125%. Additional Employment cannot exceed 25% of a full-time position, and these employment limitations are based on time-base and not salary. However, there are many different scenarios allowable under this 125% Rule. Q. Can I teach more than a full-time, or in excess of a 1.0 time-base? That depends. Faculty unit employees are limited to teaching 15 units per semester or having a 1.0 time base, on one campus, for pay from the CSU payroll (General Fund dollars). However, the Additional Employment Policy in the CBA provides for additional employment of up to 25% of a full-time position if the additional employment: Consists of employment of a substantially different nature from the primary or normal work assignment; or Is funded from non-general fund sources; or Is the result of part-time employment on more than one campus. This 25% additional employment in excess of a full-time workload is termed overload, a term exclusive to employees represented by CFA under the Faculty Collective Bargaining Agreement. 5. Q. When it says, Consists of employment of a substantially different nature from the primary or normal work assignment, what does that mean? As a faculty member in the CSU, your primary or normal work assignment is typically a combination of teaching, class preparation and university service. In some circumstances, faculty are given assigned time which is a partial release from a regular work assignment to pursue research, scholarly, administrative, or other activity that aids the mission of the university. Additional employment as overload, cannot be paid for work that is of the same nature as from what the CSU has hired you to do as your normal assignment. 6. Q. What are non-general fund sources? Additional employment, when consisting of employment that is not of a substantially different nature from the primary or normal assignment, must be assigned from self-supported programs that are not paid through the state (General Fund). The best example of additional employment funded from non-general fund sources is faculty unit employees who are assigned to teach through Extended University. 7. Q. How many units can I teach in the CSU? Faculty unit employees can teach a total of 15 units per semester on one campus within the CSU. However, if a faculty unit employee is teaching at two or more campuses within the CSU they are allowed up to a total of 18.75 units per semester between the campuses. Teaching at the maximum of 18.75 units, or 125%, a faculty unit employee is no longer allowed to accept any other additional employment within the CSU, including work through Extended University. 8. Q. If I am a Lecturer teaching less than full-time, how much additional employment may I accept? Faculty unit employees can accept additional employment up to 15 units or 1.0 time-base without it having to adhere to the criteria mentioned in #4 above. Any additional employment over a 1.0 time-base, up to the 25% overload maximum, must follow the criteria found in the CSU Additional Employment Policy. For example, if a Lecturer teaches 12 units for the Math program, he or she may accept 3 units as additional employment from Math or another program at CI. That same Lecturer may also accept another 3 units as overload, to teach through Extended University. The total employment of this Lecturer would comply with the 125% Rule. For example, if a Lecturer teaches 15 units for the Psychology program and CI, he or she may accept an additional 3 units from the Psychology program at CSUN. The total employment of this Lecturer would also comply with the 125% Rule. For example, if a Lecturer teaches 6 units for the Computer Science program and 9 units for the Math program, he or she may accept 3 units as overload to teach through Extended University. The total employment of this Lecturer would comply with the 125% Rule. 9. Q. What does 25% of full-time translate to in days/hours/units for Academic Year faculty? 25% of a full-time Academic Year position is equivalent to, approximately: 10 hours per week (40hrs x .25), or 21 days per semester (84 days per semester x .25), or 3.75 units per semester (15 units x .25) The 125% maximum is computer over the Academic Year. During semester breaks and nonacademic year periods such as Winter or Summer session, Academic Year faculty can also be employed up to 125% and this work is calculated independently from work during the normal Academic Year. 10. Q. What does 25% of full-time translate to in days/hours/units for 12-month Faculty? 25% of a full-time 12-month position is equivalent to, approximately: 10 hours per week (40hrs x .25), or 65 days per calendar year (260 days per year x .25), or 7.5 units per calendar year (30 units x .25) 11. Q. If I am working on a grant can I still accept additional employment? It depends. Faculty funded 100% through a Federal grant can work no more than 100% time. All grants at CI are administered through the General Fund. For faculty members who are 100% grant funded (not Federal), he or she can accept additional employment as overload not to exceed the 25% maximum. Faculty partially funded through a grant can accept additional employment up to full-time or a 1.0 time-base without it having to adhere to the criteria mentioned in #4 above. Any additional employment over a 1.0 time-base, up to the 25% overload maximum, must follow the criteria found in the CSU Additional Employment Policy. For example, Faculty who are 100% funded through a grant (not Federal) may accept 3 units of overload, to teach through Extended University. However, he or she would not be allowed to teach through another state-supported program. Teaching through a state-supported program would be in violation of A.2 discussed in Q. #4. For example, a Faculty member that is less than 100% funded through a grant, say 80% funded (.8 time-base), can accept 3 units of additional employment in the English program (General Fund) to bring him or her up to 100% or a 1.0 time-base. The same faculty member can also accept an additional 3 units as overload, to teach through Extended University (non-general fund).     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