PASSWORDMANAGEMENT
Additional Employment
Additional Employment refers to any CSU employment that is in addition to the employee’s
primary appointment. Faculty may be offered a maximum of 125% (100% in their primary
appointment and up to 25% additional employment). It is important to note that ALL
additional employment must qualify under the and of the Unit 3 Collective Bargaining Agreement.
The is the primary source for information limiting Additional Employment for Unit 3 faculty
employees.
In March 2026, ÌÇÐÄÔ´´ implemented the Common Human Resources System (CHRS) TAE, providing a structured process for reviewing appointments to ensure compliance with the 1.25 FTE limit. Faculty Affairs is aligning the Additional Employment process, ensuring consistency and accuracy across faculty workload.
- Requests must be submitted at least three weeks prior to the start date.
- Requests are submitted by the Hire Department
- An After-the-Fact Memo is required for any appointment submitted with a start date that has already passed.
Additional Employment Process :
- Hiring Department submits a Faculty Workload Additional Employment Request
* 3 weeks before Start Date
* Late submissions— a request submitted after the appointment start date — must include an After-the-Fact-Memo. - Faculty Affairs reviews the request for the following
- Work duties fall under R03 Work, Special Consultant or CORP
- Work is within the allowable 1.25 FTE 
- Hiring Department receives a communication email with a work determination of
- If R03 Work - Enter into TAE to initiate payment
- If Special Constant - attach email is to Special Constant Request
- If CORP- EAF - with EAF next steps
- If Over Additional Employment 1.25 FTE Limit - contact Faculty Affairs if additional information is needed
To submit a ÌÇÐÄÔ´´ Corporation request, please complete an EAF.
Email questions to Faculty Affairs, facultyaffairs@csusm.edu
Frequently Asked Questions
- What is additional employment?Additional Employment refers to any CSU employment that is in addition to the employee’s primary appointment. Additional employment limitations are based on time-base, not salary. A maximum of 125% time-base is allowed under certain circumstances. (Please refer to the question below for specific rules.)
- For faculty unit employees, what is allowed as additional employment?
of the CBA provides for additional employment of up to twenty-five percent (25%) of a full-time position only 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.
- What are the maximum allowable weighted teaching units for a primary appointment and
additional employment?
The following information is a guide to determine the maximum allowable teaching units for Academic semesters, Summer sessions, Winter Sessions.
Weighted Teaching Units (WTU) represent the effort and value assigned to instructional faculty work.Maximum Allowable Teaching Units per Semester Work Period
Full-time/maximum primary appointment
Maximum Additional Employment
Academic Year
15 WTUs
per semester7.5 WTUs
per academic yearWinter Intersession
3.2 WTUs
0.8 WTUs
Summer sessions
12 WTUs
combined total
for all sessions3 WTUs
for the entire summer
Per recent mandates interpreting CBA Article 36.7, the applicable time period to calculate the 125% limitation is the academic year; meaning a combined total of 7.5 WTUs, or 0.25 percentage equivalent of full time, of additional employment is permissible over the course of the academic year (fall + spring semester). In other words, faculty are no longer limited to 3.75 WTUs/academic semester (or equivalent time base) so long as the academic year (fall + spring) total does not exceed 7.5 WTUs (or equivalent time base) - What counts when determining the 125% additional employment?Under the CSU Additional Employment Policy, all CSU employment and all outside CSU foundation and other CSU auxiliary employment are considered together. This includes work performed for any CSU campus and for any CSU auxiliary organization such as ÌÇÐÄÔ´´ Corporation, Extended Learning, and grants and contracts administered by CSU auxiliary organizations. Work performed as a Special Consultant is also counted as part of an individual’s total workload.
- How is salary determined for additional employment?The salary rate for additional employment may be the same as the rate for the primary appointment; however, a different salary rate is permitted if appropriate for the work performed and if allowed by the funding source (e.g., private corporation contract). In the case of a federal grant or contract, the rate of pay for the additional employment must be the same as the CSU base rate of pay for the primary assignment.
- Can Academic Administrators accept additional employment in the faculty unit?No.
- Can faculty on Sabbatical Leave accept additional or outside employment?No, unless they option prior approval from the Provost as the President’s designee.
- Why are participants in FERP restricted from accepting additional employment?FERP faculty are restricted from additional employment unless the additional employment is through a non-CalPERS participant. Participants in the Faculty Early Retirement Program (FERP) are further restricted by regulations set forth in of the Unit 3 Faculty Collective Bargaining Agreement. Total CSU employment for FERP participants is limited to either 90-days per fiscal year (a semester is normally 85-days) or 50% of the faculty member’s time base in the year preceding service retirement. FERP participants’ period of employment shall refer to the 90-day rule, per Article 29.8 in the Unit 3 Faculty Collective Bargaining Agreement.
- How do additional employment and outside employment differ?Additional Employment (within the CSU) is different than Outside Employment (typically wholly outside the CSU). There are no percentage limits on Outside Employment; however, Outside Employment shall not conflict with normal CSU work assignments or satisfactory performance of all duties as a faculty unit employee. Also, full-time faculty must fill out CBA Appendix G – the when the Outside Employment is expected to exceed 160 hours per semester for academic year faculty or 120 hours per 3-month period for 12-month. See CBA Appendix G or the CSU for more information.