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Additional Employment is grant-funded compensation paid to a full-time Unit 3 faculty member for work performed in addition to their regular assignment. At ²»Á¼Ñо¿Ëù, additional employment is processed under job code 2403 and is governed primarily by Article 36 of the CFA Collective Bargaining Agreement.

When a grant funds additional employment, it pays the faculty member directly for grant-related work that falls outside their normal responsibilities and is performed on top of their regular assignment. Unlike reassigned time, this results in an actual additional payment to the faculty member.

Additional employment can occur during the academic year, during summer, or during winter intersession. Summer is by far the most common period for grant-funded additional employment because the rules allow for significantly more flexibility outside the academic year.

When Additional Employment Is Allowed

Article 36.5 of the CFA Collective Bargaining Agreement lists four conditions, only one of which must be satisfied to permit additional employment. For grant-funded work, the relevant condition is almost always:

36.5(b): Funded from an allowable source that is not EB001 (the general fund).

Grant funds are non-general fund by definition. This means the funding source itself typically satisfies the eligibility requirement, provided all other rules are met.

The other conditions for reference:

• 36.5(a): Employment of a substantially different nature than the faculty member's primary appointment. This most often becomes relevant when funding is from EB001.

• 36.5(c): Accrual of part-time employment at more than one CSU campus.

• 36.5(d): Necessary to meet a temporary faculty member's entitlement to full-time work, sometimes referred to as the "16th unit." This condition applies to temporary faculty, not tenure-track faculty.

The 125% Rule

The 125% rule sets the ceiling on total CSU employment for any faculty member. The concept is straightforward: a full-time appointment is 100%, and the maximum permitted overage is 25%, bringing the ceiling to 125%.

During the Academic Year (Fall and Spring, "On-Season")

The 25% cap is in effect each term. A full-time AY faculty member on a 15 WTU load can take on additional employment of no more than:

• 3.75 WTUs per term, or

• 0.25 FTE per term

In practical terms, 40 standard hours per week plus a maximum of 10 additional hours equals a 50-hour workweek maximum.

Outside the Academic Year (Summer and Winter Intersession, "Off-Season")

The 125% rule still applies, but it is calculated independently for the off-season period. A faculty member who is not on contract during summer can be employed up to 1.25 FTE during that period. This is why summer is the primary time for grant-funded additional employment: there is substantially more capacity.

12-Month Faculty

There is no off-season for calendar year, or 12-month, employees. The on-season cap applies year-round.

Federal Grants

Federal regulations prohibit exceeding 100% total effort on federal grants regardless of the time of year. This is a federal requirement, not a CSU rule, and it overrides the 125% allowance. In addition, effort on federal grants must be calculated at the faculty member's standard base rate.

WTUs and FTE: How Additional Employment Is Measured

WTUs are used when the additional employment is instructional in nature. If WTUs are used, the faculty member's base rate of pay must be used in the calculation.

FTE is used for non-instructional grant work. FTE is a proportion of a standard 8-hour workday, on a scale from 0 to 1.0, and must always be paired with a specific start date and end date.

To convert FTE to total hours, multiply the number of weekdays in the appointment period by FTE × 8. When FTE is used, the rate of pay may differ from the faculty member's standard rate unless the appointment is funded by a federal grant, in which case the base rate is required.

At CSUEB, the authoritative WTU-to-hours conversion used for additional employment calculations is 1 WTU = 45.33 hours.

What Additional Employment Is Not

Additional employment is not a workaround for work that should be covered by reassigned time. The two mechanisms serve different purposes. If a faculty member needs protected time during a semester to work on a grant, reassigned time is the appropriate mechanism. If a faculty member is taking on work that is genuinely above and beyond their normal load, or working during summer or intersession, additional employment is appropriate.

Additional employment also does not apply to part-time or temporary faculty in the same way. The 2403 mechanism applies to full-time Unit 3 employees only.

Relevant Policies

• CFA Collective Bargaining Agreement, Article 36: Additional Employment The primary governing document for Unit 3 faculty. Establishes eligibility, limitations, and enforcement of additional employment. .
• CSU Policy HR 2002-05, Additional Employment Policy Systemwide policy establishing the framework for additional employment across all CSU campuses. Defines "overload" as a term exclusive to faculty and clarifies that CSU auxiliary and foundation employment count toward the 125% calculation. .
• CSU Technical Letter HR 2015-22, Job Code 2403 Provides implementation guidance for 2403 appointments. Clarifies that 2403 appointments may not supplant Continuing Education appointments and provides examples of time and effort calculations. View Technical Letter HR 2015-22.
• CSUEB Academic Resources and Planning, Faculty Additional Employment Guidelines (FY2020) Campus-level implementation guidance. Defines on-season and off-season, explains the 25% overage calculation, and provides the authoritative formula for WTU-to-hours conversion. View CSUEB Guidelines.

How to Request Additional Employment

All grant-funded additional employment requests are submitted using the ORSP Additional Employment Intake Form. For detailed instructions and timelines, see the Additional Employment process guide.