Academic Affairs

Commencement Information

Forgivable Loan/Doctoral Incentive Program

Lecturer / Part-time Faculty Information

Faculty Additional Pay at CSUF

The following is provided to assist faculty and staff with the processing
of pay for additional employment for faculty at Cal State Fullerton.

Additional employment refers to any employment compensated by the CSU,
funded by general or non-general funds including CSU auxiliaries, that is
in addition to the primary or normal employment of a faculty unit employee.

In accordance with Article 36.5 of the CSU CFA Collective Bargaining
Agreement a faculty unit employee shall be allowed an "overage" if one
or more of the following applies: (a) consists of employment of a
substantially different nature from his/her primary or normal employment;
(b) is funded from non-general fund sources; or (c) is the result of the
accrual of part-time employment on more than one campus.

Faculty additional pay is processed via the Faculty Special Consultant Pay Request Form.

Pay Processing Steps

Minimum/Maximum Daily Rates

Additional Pay Maximum Percents for Faculty

Calculating Additional Pay Percents

Timing of Pay Processing

Payment Methods and Taxes

Faculty Special Consultant Pay Request Form

Faculty Additional Pay Processing Steps

1. Requestor prepares the Faculty Special Consultant Pay Request Form, obtains faculty, department chair or appropriate administrator and funding source approver signature (if different from department chair or appropriate administrator).

2. Requestor forwards completed form to the VPAA Office.

3. The VPAA Office reviews payment request in accordance with additional pay guidelines for full- and part-time faculty to confirm that the sum of appointments from all CSU sources (general, special, and auxilliary funds) does not exceed the additional pay limits permitted and falls within the special consultant minimum and maximum daily rates outlined in the CSU salary schedule.

4. If additional pay is funded by a Cal State Fullerton Philanthropic Foundation account, the requestor is required to obtain a P.O. # directly from the Philanthropic Foundation prior to forwarding the form to the VPAA Office for processing.

5. If additional pay is funded by an Auxilliary Services Corporation project, the VPAA Office faxes the Special Consultant form to the ASC to obtain the required P.O. #.

6. Once all information is received and reviewed, the VPAA Office approves the form and hand-delivers the original to Payroll. A copy of the signed form is returned to the requestor for their files. Any questions will be directed to the individual who prepared the form.

7. The Faculty Special Consultant Pay Request Form gives authorization that the pay is permitted to be processed. If the form is submitted after the work dates noted the form will serve as the certification of time worked. If the form is submitted prior to the completion of the work dates noted a time sheet will be prepared by the VPAA Office and forwarded for the faculty and supervisor signature as certification of time worked.

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Minimum/Maximum Daily Rates For Faculty Special Consultant Pay
(class code 4660)

Effective 9/13/07:

Minimum daily rate: $91
Maximum daily rate: $1,214

There are several approaches to determining a daily rate:

• Based on same rate as primary appointment:
  - For AY faculty (e.g. Annual salary / 1360 hours x 8 hours) $60,000 / 1360 = $44.12 hourly rate x 8 = $352.94
  - For 12 month faculty (e.g. 12 month salary / 2080 hours x 8 hours) $90,000 / 2080 = $43.27 hourly rate x 8 = $346.16
• Based on an agreed to rate of pay per day for shorter-term assignments (e.g. $200 per day).
• Convert a lump sum to a daily rate based on estimated % effort: For example, if paid $5,000 for a 20% effort in fall term multiply the total potential pay days during that term by the effort percent (86 days x .20 = 17.2 ~ 17 days at $294.12 per day).
• Select a daily rate that is appropriate for the work being performed within the published minimum and maximum daily rate.

A daily rate different from the primary appointment is permitted if appropriate for the work performed and if allowed by the funding source (e.g. private corporation contract).
- A faculty member paid 100% from federal grant funds may not work more than 100% time.
- If additional pay is funded by 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.

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Additional Pay Maxiumum Percents for Faculty

Academic Year Faculty:
Fall & Spring Terms primary appointment = 100%; 25% additional pay possible Intersession & Summer = not in work status; 125% additional pay possible.

Note: Faculty on sabbatical are still considered 100% for the academic year; 25% additional pay possible.

12 Month Faculty:
100% appointment for 12 months; 25% additional pay possible Fall, Intersession, Spring and Summer terms.

Part-time Faculty:
May not exceed 100% at one campus, but additional pay up to 125% is permitted if it is the result of the accrual of part-time employment on more than one campus.

FERP Faculty:
As outlined in provisions 29.14 and 36.1 of the CSU CFA Collective Bargaining Agreement, FERP employment is limited to 90 days or 50% of the employee's regular time base in the year preceeding retirement. As a result, FERP faculty are not eligible for other CSU appointments while in FERP.

Retired Annuitants:
A retiree must have a minimum separation of service of 60 calendar days prior to returning to any CalPERS-covered employement without reinstatement and cannot work in excess of 960 hours or 50% of the hours worked in the prior fiscal year of service prior to retirement; whichever is less.

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Calculating Additional Pay Percents

At Cal State Fullerton faculty additional pay is tracked on a per term basis (Fall, Intersession, Spring, and Summer) and is calculated as a percentage of workload, timebase, or combination of the two. Sample calculations appear below.

Workload Basis: If compensated for 3 units (e.g. UEE Instruction)

Fall and Spring Terms- 3 / 15 units = 20%

Intersession- 1 unit per week is considered 100% for additional pay tracking purposes.
Therefore,  

Summer Session- as a condensed term, 12 units is considered a 100% load for additional pay tracking purposes; 125% = 15 units.

The maximum number of units that may be taught per week is 1.33. 

With this:         

Time Basis: This is calculated based on the number of potential work days for a given term (vary slightly per term per year) and is based on the Academic Calendar.

Per the above, during Intersession Academic Year faculty can receive pay for 17 days (100%) plus 4 days (23.53%) for a total of 21 days. For summer they can receive pay for 57 days (100%) plus 14 days (24.56%) for a total of 71 days. However, the number of pay days in a given month may not exceed 20.

Combination of Workload and Time Basis:

Academic Year Faculty teaches 6 units in Summer (5 / 12 = 41.67%). If the maximum is 125% then 125% - 41.67% = 83.33% capacity remaining. With 57 potential pay days in the summer 57 X .8333 = 47.50 days. Since pay can’t be processed or reported for partial days, and the maximum cannot be exceeded, the number of days permitted beyond the 5 units of UEE instruction is 47 in this example.

NOTE: Cannot pay for partial days; must round down if not an even number.

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Timing of Pay Processing

Payroll will process Special Consultant Pay requests either on the mid-month pay run as regular pay or as retroactive pay.

NOTE:  Miscellaneous pay is not permitted in the Month-end Master Pay Run as this is reserved for all primary/monthly pay only; only one payment is permitted per individual in this pay run. 

Retroactive Pay Processing:
For complete and accurate documents submitted to Payroll after the close of the 1^st business day of a month; for documents not complete and accurate submitted by this time that require payroll follow-up/clarification not resolved by the 1^st business day; for pay requests for prior months other than the one just passed (retro pay); or for pay corrections where a keying error is made by Payroll Office:  pay is processed as “exception pay”.  Exception pay is keyed by Payroll and then it is up to the State Controller’s Office (SCO) to process.  Depending on competing demands on the SCO (e.g. loading collective bargaining tables at which point the entire system is taken off line) turnaround time can take 2 to 6 weeks.  To provide some idea of scope of workload the SCO processes pay for all California state agencies; including the CSU which has 11 different bargaining units. 

If a pay request is processed as exception pay and the employee won’t be paid within a reasonable period of time (e.g. is closer to the 6 week turnaround time) the Payroll Office has pay advance options available if requested by the employee. 

*Please note that Payroll should be contacted directly for any questions regarding date of payment or payment status.  It is important to know the pay dates on the form when calling Payroll.

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Payment Methods and Taxes

Payment Methods:
If regular pay is direct deposit the additional pay will be direct deposit; if a check is received for regular pay the additional pay will be via check. The additional pay amount will be separate from the regular pay (will not be added to regular pay).

Taxes:
If faculty are paid by CSUF during a given fiscal year the additional pay must also be processed through CSUF; if no other pay is processed by CSUF then pay may be processed through the Auxilliary Services Corporation. 

From time to time faculty comment on the taxes deducted from their additional pay. The ASC does not aggregate earnings so pay is taxed based on the actual amount of additional pay processed at a given time.  CSUF aggregates taxes per month (that is the system assumes that if a larger pay amount is received in a given month that pay level will occur for the balance of the tax year).  As a result the taxes are calculated at a new tax rate appropriate for that earnings level (e.g. in some instances this kicks people into a higher tax bracket). If desired, faculty can minimize the effect of this by changing their tax withholding with Payroll for the pay period for which additional pay is requested) if this is of concern.

The actual taxes paid are balanced with year-end taxes and there is no more taken each year in taxes overall whether paid through CSUF or the ASC.  The ASC method allows for more cash in pocket up front; the state method allows for more cash back with year-end taxes.

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