[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-0-en-105":3,"doc-seo-148241-105":59,"doc-detail-148241-en":130},{"code":4,"msg":5,"data":6},0,"success",[7,13,18,23,28,33,38,43,48,51,55],{"id":8,"doc_module":4,"doc_module_name":9,"category_name":10,"show_sort_weight":11,"slug":12},1,"Document","Story & Novel",90,"story-novel",{"id":14,"doc_module":4,"doc_module_name":9,"category_name":15,"show_sort_weight":16,"slug":17},2,"Literature",80,"literature",{"id":19,"doc_module":4,"doc_module_name":9,"category_name":20,"show_sort_weight":21,"slug":22},4,"Exam",70,"exam",{"id":24,"doc_module":4,"doc_module_name":9,"category_name":25,"show_sort_weight":26,"slug":27},5,"Comic",60,"comic",{"id":29,"doc_module":4,"doc_module_name":9,"category_name":30,"show_sort_weight":31,"slug":32},6,"Technology",50,"technology",{"id":34,"doc_module":4,"doc_module_name":9,"category_name":35,"show_sort_weight":36,"slug":37},7,"Healthcare",40,"healthcare",{"id":39,"doc_module":4,"doc_module_name":9,"category_name":40,"show_sort_weight":41,"slug":42},8,"Research & Report",30,"research-report",{"id":44,"doc_module":4,"doc_module_name":9,"category_name":45,"show_sort_weight":46,"slug":47},9,"Religion & Spirituality",20,"religion-spirituality",{"id":46,"doc_module":4,"doc_module_name":9,"category_name":49,"show_sort_weight":46,"slug":50},"World Cup","world-cup",{"id":52,"doc_module":4,"doc_module_name":9,"category_name":53,"show_sort_weight":52,"slug":54},10,"Lifestyle","lifestyle",{"id":56,"doc_module":4,"doc_module_name":9,"category_name":57,"show_sort_weight":24,"slug":58},19,"General","general",{"code":4,"msg":60,"data":61},"ok",{"site_id":62,"language":63,"slug":64,"title":65,"keywords":66,"description":67,"schema_data":68,"social_meta":123,"head_meta":125,"extra_data":127,"updated_unix":129},105,"en","additional-employment-and-overload-guidelines-and-procedures","Additional Employment and Overload Guidelines and Procedures","","Provides comprehensive CSU-wide guidance governing additional employment and overload, including scope, definitions, and limits on total employment within the CSU system. Establishes the 125% time-base cap, distinguishes CSU payroll employment from outside employment, and clarifies how reconciled employment types are counted together. Outlines when additional work is permissible, constraints for non-exempt staff, federal funding limits, and requirements on compensability based on work performed outside normal hours. Includes dispute and approval decision points.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/additional-employment-and-overload-guidelines-and-procedures/148241/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/additional-employment-and-overload-guidelines-and-procedures/148241.png","ImageObject",300,407,{"name":92,"@type":93},"\tCallum ","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-25","2026-08-26",true,{"@type":102,"interactionType":103,"userInteractionCount":44},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"What overall limit governs additional employment within CSU?","Question",{"text":112,"@type":113},"The CSU Additional Employment Policy sets limits based on total employment time-base, establishing a 125% cap on the amount of employment an individual may have within the CSU system.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"Are CSU employment and outside employment counted together?",{"text":117,"@type":113},"Yes. When determining additional employment, all CSU employment and outside CSU foundation/auxiliary employment are considered together to evaluate compliance with the established limits.",{"name":119,"@type":110,"acceptedAnswer":120},"When is additional employment compensable?",{"text":121,"@type":113},"Additional employment, reimbursed time, and/or overload are generally compensable only when preparatory work and required duties are performed outside the normal work hours and cannot be part of the employee’s regular assignment.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},148241,1787777667,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":44,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":34,"language":139,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":140,"faqs":141,"seo_title":142,"seo_description":67,"update_tm":129,"read_time":143,"preview_page_count":4},137451211410,"https://ap-avatar.wpscdn.com/avatar/2000bb0a9246f588df?x-image-process=image/resize,m_fixed,w_180,h_180&k=1786362646172706240","ADDITIONAL EMPLOYMENT AND OVERLOAD GUIDELINES AND PROCEDURES  \nSCOPE:  \nThese guidelines and procedures are in compliance with California State University Additional Employment Policy, HR 2002-05, dated February 19, 2002 and with appropriate federal regulations.  \nAdditional employment guidelines are designed to provide a framework within which employees may be appointed for more than full time, and establish the total amount of employment an individual may have with the California State University (CSU) . These guidelines cover the procedures on compensating faculty and staff for additional employment, and the reporting of such employment. These guidelines apply to all faculty and staff at California State University San Marcos or any ofits authorized auxiliary organizations and they apply to multiple appointments compensated by the University, regardless of the source of funding. Such employment includes appointments at any regular CSU program or auxiliary organization as well as appointments on more than one campus in the CSU.  \nAdditional employment for non-exempt staff is discouraged when it is possible to adjust the individual’s workload through assigned time.  \nAdditional employment shall not interfere with the employee’s primary CSU assignment.  \nAdditional employment in excess of full time does not affect University retirement credits or benefits payments.  \nDEFINITIONS:  \nAdditional Employment The CSU Additional Employment Policy (HR 2002-05) establishes limits (125%) on the total amount of employment an individual may have within the CSU system. Additional employment limitations are based on time-base, not salary.  \n􀁸 CSU employment is defined as any employment compensated through CSU payroll, regardless of funding source (e.g., general fund, extension, lottery, CSU employment reimbursed by an auxiliary or other source) . Additional Employment and Overload Guidelines and Procedures Page 2 of 6  \n􀁸 Outside employment is any employment not compensated through the CSU payroll, including CSU foundation and CSU auxiliary employment.  \n􀁸 When determining additional employment, all CSU employment and all outside CSU foundation and other CSU auxiliary employment are considered together.  \n􀁸 The additional assignment must be either of a different nature from or compensated from a different source of funds than the employee’s regular assignment.  \nOverload is additional employment in excess of a full-time workload (100% time-base) .  \nReimbursed time is a mechanism whereby the University is reimbursed from external funds for an employee’s salary, benefits, and accrued non-productive time. Employment that is reimbursed to the University by a foundation, other auxiliary, or other funding source is considered CSU employment.  \nAssigned time is a term commonly used to describe a partial release from regular work assignments to pursue research, scholarly, administrative, or other activity.  \nSpecial consultant is a classification that may be used when a faculty or staff member is appointed to perform a special assignment of a temporary nature based on a particular knowledge, ability, or expertise. Employees who accept additional employment as special consultants are subject to the 125% limit on additional employment. Special consultants are employees for payroll purposes, and are not to be confused with Independent Contractors.  \nIndependent contractor is an individual who is hired to perform a specific task, and the employer controls only the result of the work, not the means and methods of accomplishing the result. See CSU coded memorandum HR-2003-21 for rules related to CSU employees working as independent contractors.  \nALLOWABLE ADDITIONAL EMPLOYMENT:  \nPercent of effort allowable  \nAn employee may be provided with an appointment not to exceed 25% above the 1.0 full time position (125% time). Using a standard 40-hour week, the 25% maximum would provide compensation for 10 hours per week of work.  \nNo more than 100% effort may","cbCaiagBZn0v97m0","https://ap.wps.com/l/cbCaiagBZn0v97m0","pdf",364496,"English","# Scope\n# Definitions\n# Allowable Additional Employment\n## Percent of effort allowable\n## Type of work allowable","[{\"question\":\"What overall limit governs additional employment within CSU?\",\"answer\":\"The CSU Additional Employment Policy sets limits based on total employment time-base, establishing a 125% cap on the amount of employment an individual may have within the CSU system.\"},{\"question\":\"Are CSU employment and outside employment counted together?\",\"answer\":\"Yes. When determining additional employment, all CSU employment and outside CSU foundation/auxiliary employment are considered together to evaluate compliance with the established limits.\"},{\"question\":\"When is additional employment compensable?\",\"answer\":\"Additional employment, reimbursed time, and/or overload are generally compensable only when preparatory work and required duties are performed outside the normal work hours and cannot be part of the employee’s regular assignment.\"}]","Additional Employment and Overload Guidelines and Procedures | PDF",18]