When faculty are hired, they are often told that there are opportunities for additional employment in the summer or other “special sessions.” For many faculty, this additional employment is a critical part of their income.

Article 36 of the Collective Bargaining Agreement covers the rules for additional work and places a limitation on that “overage” to 25 percent of a full-time position.

Any additional work in the CSU is limited to 25 percent of a full-time position, so it is often called the “125 percent rule.”

However, any summer trainings – related, for example, to transitioning courses to remote modalities in preparation for Fall 2021 – where you may be paid a stipend do not “count” as additional employment unless you are full-time over the summer (e.g. 12-month employees).

“Outside” employment is a separate topic, covered in Article 35, and one we’ll address in another faculty rights tip.

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