Additional Employment

Overview

Additional employment refers to any employment compensated by the California State University that is in addition to a faculty unit employee鈥檚 primary or normal appointment. This includes employment funded through general fund or non-general fund sources and may include assignments at another CSU campus or through a CSU auxiliary organization.

The provisions governing additional employment are outlined in the Collective Bargaining Agreement between the CSU and the California Faculty Association. These provisions establish limits intended to ensure that additional assignments do not interfere with a faculty member鈥檚 primary responsibilities.

Additional Employment/Overload/125% Rule

Limitations on Additional Employment

.聽 A faculty unit employee shall be limited in CSU employment to the equivalent of one (1) full-time position in his/her primary or normal employment. An 鈥渙verage鈥� of up to twenty five percent (25%) of a full-time position shall be allowed if the overage employment:

(a) consists of employment of a substantially different nature from his/her primary or normal employment;

(b) is funded from non-general fund sources;

(d) is necessary to meet a temporary faculty employee鈥檚 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).

However, in no case shall a faculty unit employee鈥檚 entitlement to subsequent employment at a campus exceed full-time in any academic term.

Applicable Time Periods for Limitations on Additional Employment

.聽 The applicable time period for ten (10) month or academic year faculty unit employees shall be the academic year at semester/quarter campuses and the individual's academic year at QSYRO campuses, exclusive of time periods between academic years, time periods between academic terms, and the vacation periods of a faculty unit employee. For academic year or ten (10) month faculty unit employees, additional employment and overload limits (125%) shall be calculated and applied independently during summer periods.

Additional Employment During a Summer Term

.聽 For academic year or 10-month faculty unit employees, additional employment and overload limits one hundred and twenty-five percent (125%) shall be calculated and applied independently during Summer periods.

Maximum Additional Employment Academic Year 2026-2027

Scope. For faculty on Academic Year appointments, the maximum additional employment that qualifies under of the Unit 3 CBA is calculated at 125 percent and is independent of academic-year Weighted Teaching Units (WTU). The calculations below use the 2026-2027 calendar and 21 days for Winter Session.

Download the Maximum Additional Employment Academic Year 2026-2027 calculations [PDF].

Academic year calculation

During each academic-year semester, the maximum additional teaching workload at 125 percent is 1.25 x 15 WTU = 18.75 WTU. Additional employment for teaching is allowed through Self-Support, but not for stateside programs.

The calendar identifies 173 academic-year workdays. This yields 173 x 8 = 1,384 hours per academic year. The corresponding hours of faculty work for one WTU are:

HW = 1,384 hours / 30 WTU = 46.13 hours per WTU

For example, the time associated with one 3-WTU course is approximately 3 x 46.13 = 138.39 hours.

The maximum annual faculty workload at 125 percent is 173 days x 10 hours / 46.13 hours per WTU = 37.50 WTU per year, or 18.75 WTU per semester.

Maximum workload by intersession and summer period

The following calculations use 10 available hours per weekday at 125 percent and 8 available hours per weekday at 100 percent. The term day counts are weekday workdays between the calendar start and end dates, inclusive.


Period	Calendar dates	Days	Hours at 125%	WTU at 100%	WTU at 125%
Winter Intersession	12/24/26-1/17/27	21	210	3.64	4.55
May Intersession	5/22/27-6/12/27	17	170	2.95	3.68
Summer Session	5/25/27-8/14/27	65	650	11.27	14.09
May + Summer	Non-overlapping	66	660	11.45	14.31

Because May Intersession and Summer Session overlap, the combined May + Summer calculation uses 66 non-overlapping days.

Full academic year appointment options

The following options show the unrounded maximum additional WTU at 125 percent, displayed to two decimal places.


Teaching period	Maximum WTU at 125%
Winter Intersession only	4.55
May Intersession only	3.68
Summer Session only	14.09
May + Summer	14.31

Twelve-month appointment fractions

For faculty in twelve-month appointments, including twelve-month chairs, the maximum additional WTU is calculated as follows:

Maximum WTU allowed = (1.25 - appointment fraction) x D x 10 / HW

where D is the number of non-overlapping weekdays and HW = (academic-year workdays x 8 hours) / 30 WTU


Appointment fraction	Winter	May	Summer	May + Summer
0.60	2.96	2.40	9.16	9.30
0.80	2.05	1.66	6.34	6.44
1.00	1.14	0.92	3.52	3.58

General formula for any academic year

For AY Faculty:

Maximum WTU allowed = D x 10 / HW

where D is the number of non-overlapping days to be taught, and HW is the number of hours per WTU:

HW = (Payroll working days in AY x 8 hours) / (30 WTU)

For 2026-2027, using 173 payroll working days in the academic year:

HW = (173 x 8) / 30 = 46.13 hours per WTU

For 12-month appointments:

Maximum WTU allowed = (1.25 - fraction) x D x 10 / HW

This method applies to any academic year, not just 2026-2027.

Faculty Stipends for Training and Professional Development

The CSU has established a process to provide one-time stipends to eligible Unit 3 faculty who complete approved professional development or training activities. These stipends are intended to support participation in activities aligned with Article 25 of the CSU/CFA Collective Bargaining Agreement.

Stipends must be approved in advance by the President (or designee) and are awarded upon completion of the approved activity. They are not considered additional employment, are not pensionable, and do not count toward workload.

Each campus is responsible for developing local procedures for review, approval, and processing. Stipend amounts may vary but are capped at $10,000 per fiscal year per faculty member across the CSU system.

Please refer to the CSU Technical Letter HR/Salary 2023.11, Faculty Training and Professional Development Stipends.

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