Temporary Academic EmploymeNt

(TAE) Appointment  Notice

 

Information related to appointment

Lecturer

  1. New temporary faculty and faculty returning after 1 (one) year of separation must complete the requisite paperwork and sign-in process before beginning to teach courses. The sign-in process includes verification of work authorization status, verification of the social security card, a loyalty oath (required for all U.S. citizens), and a withholding declaration. Verification of Work Authorization Status is mandated by the 1986 Immigration Reform and Control Act (IRCA) before every prospective employee can begin work. Section 1 of the I-9 form must be completed by the employee no later than the date on which his/her employment begins. Information about a list of documents acceptable to establish authorization to accept employment in the United States is located in the onboarding portal I-9 section. If a prospective employee does not have proper work authorization on the date that he/she is scheduled to begin employment, the employee cannot be hired or begin work.
  2. BENEFITS ELIGIBILITY: You may be eligible for health benefits coverage if appointed in an academic-year classification for at least six (6) weighted teaching units for at least one semester, which can be combined employment at more than one CSU campus, or for appointees in the 12-month classification, at a time base of .50 or greater for more than 6 months. Contact your Benefits Representative if you have questions.
  3. Classes may be cancelled any time prior to the third-class meeting and your assignment may be changed at any time. If a class is cancelled, you will be paid for the portion of the academic term worked prior to the cancellation.
  4. Faculty members appointed part-time, on partial leave, or FERP faculty teaching in both semesters shall hold scheduled office hours on pro rata basis; however, a minimum of one (1) scheduled hour per week is required.
  5. Temporary faculty are evaluated regularly as required by the Unit 3 Collective Bargaining Agreement and in accordance with University Policy Statement 210.070, “Evaluation of Lecturers.”
  • At a minimum, newly hired lecturers will be evaluated during the second one-semester appointment in the same department.
  • All lecturers in one-year or two-year appointments will undergo annual evaluation.
  • Lecturers in their sixth consecutive year of service will undergo a comprehensive evaluation to determine eligibility for a three-year appointment.
  • Lecturers holding three-year appointments will undergo three-year periodic evaluations in the third year of the appointment.
  • Evaluations may occur more frequently at the request of the department chair or appropriate administrator.

An important part of success during the evaluation process is the careful keeping of records related to teaching performance. UPS 210.070 (section VI) lists the information/documentation necessary for faculty evaluations. For more information, consult with CSUF Faculty Affairs and Records.

  1. Your pay will reflect mandatory deductions for federal and state taxes and Social Security and/or Medicare. Federal law mandates that public employees who are not members of a retirement system be covered by a qualified retirement plan or by Social Security. Payroll will automatically enroll you in the appropriate retirement plan at the time you are appointed. For details on plans and coverage or to request a refund of funds on deposit at the conclusion of your appointment, contact Total Wellness.
  2. If you have or are contemplating other CSU/CSUF employment, you must provide information to your Dean's office. Limitations are set on the total amount of time you may be employed concurrently by various state campuses or entities. The total time base that results from multiple University appointments (academic and/or non-academic) held by CSU employees may not exceed 125%. If you are offered work in excess of the equivalent of a full-time position, such as 15 WTU (100%) for a semester, please contact the Dean’s office to confirm that such total employment is permissible prior to the start date of your appointment. This includes Extended Education, grant and contract and auxiliary unit appointments (such as CSUF Foundation, Auxiliary Services and Associated Students) within all CSU campuses.
  3. Entitlement info: Following two (2) semesters of consecutive employment within an academic year, a part-time temporary employee offered appointment to a similar assignment in the same department at the same campus shall receive a one (1) year appointment with a timebase equal to or greater than the timebase in the prior academic year, based on the order in which work is offered to faculty in the department, if sufficient work is available for which the lecturer is qualified. Temporary faculty unit employees employed during the prior academic year and possessing six (6) or more years of prior consecutive service on that campus shall be offered a three-year temporary appointment following an evaluation conducted pursuant to provisions 15.20(d) and 15.28. Please contact your department chair/director to inquire about your eligibility and entitlement timebase information.
  4. The department chair will provide you with information on the duties and expectations of this position.

Other Resources:

Librarian

  1. New temporary faculty and faculty returning after 1 (one) year of separation must complete the requisite paperwork and sign-in process before beginning work. The sign-in process includes verification of work authorization status, verification of the social security card, a loyalty oath (required for all U.S. citizens), and a withholding declaration. Verification of Work Authorization Status is mandated by the 1986 Immigration Reform and Control Act (IRCA) before every prospective employee can begin work. Section 1 of the I-9 form must be completed by the employee no later than the date on which his/her employment begins. Information about a list of documents acceptable to establish authorization to accept employment in the United States is located in the onboarding portal I-9 section. If a prospective employee does not have proper work authorization on the date that he/she is scheduled to begin employment, the employee cannot be hired or begin work.
  2. BENEFITS ELIGIBILITY: You may be eligible for health benefits coverage if appointed at a time base of .50 or greater for more than 6 months. A summary of the CSU benefits program is available online. Contact your Benefits Representative if you have questions.
  3. Temporary faculty—including teaching faculty, counselors, and librarians—are evaluated regularly as required by the Unit 3 Collective Bargaining Agreement and in accordance with University Policy Statement 210.070, “Evaluation of Lecturers.”
  • At a minimum, newly hired temporary faculty will be evaluated during the second one-semester appointment in the same department.
  • All temporary faculty in one-year or two-year appointments will undergo annual evaluation.
  • Temporary faculty in their sixth consecutive year of service will undergo a comprehensive evaluation to determine eligibility for a three-year appointment.
  • Temporary faculty holding three-year appointments will undergo three-year periodic evaluations in the third year of the appointment.
  • Evaluations may occur more frequently at the request of the department chair or appropriate administrator.

An important part of success during the evaluation process is the careful keeping of records related to teaching performance or performance of assigned non-teaching duties. UPS 210.070 (section VI) lists the information/documentation necessary for faculty evaluations.

For more information, consult with CSUF Faculty Affairs and Records.

  1. Your pay will reflect mandatory deductions for federal and state taxes and Social Security and/or Medicare. Federal law mandates that public employees who are not members of a retirement system be covered by a qualified retirement plan or by Social Security. Payroll will automatically enroll you in the appropriate retirement plan at the time you are appointed. For details on plans and coverage or to request a refund of funds on deposit at the conclusion of your appointment, contact Total Wellness.
  2. Your salary is payable in twelve equal monthly installments for each full month worked. For example, if you have a July 1 appointment, you will receive your first paycheck for the July pay period on or near August 1st. If you have a 10-month appointment, your salary will be paid in twelve equal monthly installments, including the 2 months you’re not scheduled to work.
  3. The Associate Dean will provide you with information on the duties and expectations of this position.
  4. This is an exempt position and as such you are not eligible for overtime. Full-time appointment carries with it an obligation to devote the degree of effort and attention to all duties and responsibilities that are necessary to execute fully the varied demands of the position

Other Resources:

Counselor (SSP-AR)

  1. New temporary faculty and faculty returning after 1 (one) year of separation must complete the requisite paperwork and sign-in process before beginning work. The sign-in process includes verification of work authorization status, verification of the social security card, a loyalty oath (required for all U.S. citizens), and a withholding declaration. Verification of Work Authorization Status is mandated by the 1986 Immigration Reform and Control Act (IRCA) before every prospective employee can begin work. Section 1 of the I-9 form must be completed by the employee no later than the date on which his/her employment begins. Information about a list of documents acceptable to establish authorization to accept employment in the United States is located in the onboarding portal I-9 section. If a prospective employee does not have proper work authorization on the date that he/she is scheduled to begin employment, the employee cannot be hired or begin work.
  2. BENEFITS ELIGIBILITY: You may be eligible for health benefits coverage if appointed at a time base of .50 or greater for more than 6 months. A summary of the CSU benefits program is available online. Contact your Benefits Representative if you have questions.
  3. Temporary faculty—including teaching faculty, counselors, and librarians—are evaluated regularly as required by the Unit 3 Collective Bargaining Agreement and in accordance with University Policy Statement 210.070, “Evaluation of Lecturers.”
  • At a minimum, newly hired temporary faculty will be evaluated during the second one-semester appointment in the same department.
  • All temporary faculty in one-year or two-year appointments will undergo annual evaluation.
  • Temporary faculty in their sixth consecutive year of service will undergo a comprehensive evaluation to determine eligibility for a three-year appointment.
  • Temporary faculty holding three-year appointments will undergo three-year periodic evaluations in the third year of the appointment.
  • Evaluations may occur more frequently at the request of the department chair or appropriate administrator.

 

An important part of success during the evaluation process is the careful keeping of records related to teaching performance or performance of assigned non-teaching duties. UPS 210.070 (section VI) lists the information/documentation necessary for faculty evaluations.
For more information, consult with CSUF Faculty Affairs and Records.

  1. Your pay will reflect mandatory deductions for federal and state taxes and Social Security and/or Medicare. Federal law mandates that public employees who are not members of a retirement system be covered by a qualified retirement plan or by Social Security. Payroll will automatically enroll you in the appropriate retirement plan at the time you are appointed. For details on plans and coverage or to request a refund of funds on deposit at the conclusion of your appointment, contact Total Wellness.
  2. Your salary is payable in twelve equal monthly installments for each full month worked. For example, if you have a July 1 appointment, you will receive your first paycheck for the July pay period on or near August 1st. If you have a 10-month appointment, your salary will be paid in twelve equal monthly installments, including the 2 months you’re not scheduled to work.
  3. The CAPS Director will provide you with information on the duties and expectations of this position.
  4. This is an exempt position and as such you are not eligible for overtime. Full-time appointment carries with it an obligation to devote the degree of effort and attention to all duties and responsibilities that are necessary to execute fully the varied demands of the position.

Other Resources:

Coaches

  1. New temporary faculty and faculty returning after 1 (one) year of separation must complete the requisite paperwork and sign-in process before beginning work. The sign-in process includes verification of work authorization status, verification of the social security card, a loyalty oath (required for all U.S. citizens), and a withholding declaration. Verification of Work Authorization Status is mandated by the 1986 Immigration Reform and Control Act (IRCA) before every prospective employee can begin work. Section 1 of the I-9 form must be completed by the employee no later than the date on which his/her employment begins. Information about a list of documents acceptable to establish authorization to accept employment in the United States is located in the onboarding portal I-9 section. If a prospective employee does not have proper work authorization on the date that he/she is scheduled to begin employment, the employee cannot be hired or begin work.
  2. BENEFITS ELIGIBILITY: You may be eligible for health benefits coverage if appointed at a time base of .50 or greater for more than 6 months. A summary of the CSU benefits program is available online. Contact your Contact your Benefits Representative if you have questions.
  3. Temporary coaching faculty are evaluated regularly as required by the Unit 3 Collective Bargaining Agreement. Performance evaluations are conducted at the end of the season and are governed by policies within the Division of Athletics.
  4. In addition to other duties which the Director of Athletics may assign, the duties and responsibilities of this position include, but are not limited to, the following:
    • Effectively carrying out coaching or teaching duties as assigned by the Director of Athletics and as appropriate for your time base;
    • Taking an active role in the academic progress of the student athletes assigned to you with particular attention to satisfactory progress toward their degrees and their graduation rates;
    • Being available as necessary for University or department activities;
    • Participating in appropriate committee work as well as professional service activities.
  5. It is the policy of this University that all its programs in intercollegiate athletics operate in accordance with National Collegiate Athletic Association (NCAA), Big West Conference (Big West), and University policies and procedures. All members of athletics programs must maintain working knowledge of and compliance with relevant NCAA and Big West rules and must report any concerns or violations. Violation of these rules may result in reprimand or disciplinary action including suspension with or without pay, demotion, or termination of employment.
  6. In addition, the appointment requires the following:
    • Completing sexual harrassment training in accordance with applicable laws and with policies of the University.
    • Reporting any and all outside employment, including CSU foundation and auxiliary, when such employment is expected to amount to more than 120 hours per 3-month period, as provided in Article 35 of the Unit 3 CBA.
    • Completing Title IX training in accordance with Executive Order 1096.
    • Completing Campus Security Authority (CSA) Training. This position is designated as a CSA position under the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act. CSAs are responsible for reporting allegations of Clery Act Crimes reported to them or that they witness.
    • Attending First Aid and CPR training, as required by the Big West.
  7. This is an exempt position and as such you are not eligible for overtime. Full-time appointment carries with it an obligation to devote the degree of effort and attention to all duties and responsibilities that are necessary to execute fully the varied demands of the position.

Other Resources:

Summer

 

The terms and provisions of the CSU/CFA Collective Bargaining Agreement Article 21-Summer Term EmploymentPDF File shall apply to all employees who become faculty unit employees solely by appointment to summer term employment.
 
For retirees not in the Faculty Early Retirement Program (FERP), the Public Employees Retirement System (PERS) rules apply. Public Employees’ Law, 21227, states that a retired person may serve as a member of the academic staff of a California State University without reinstatement from retirement or loss or interruption of benefits if the service does not exceed in any fiscal year a total of 960 hours for all CSU employers (agreed to by CSU and PERS to be 120 days) or 50 percent of the hours the member was employed during the last fiscal year of service prior to retirement. Faculty members retired under the Faculty Early Retirement Program (FERP) are NOT allowed to teach during this term due to the restriction on “permissible ‘period of employment’.”
 
Summer Session instructional pay is processed per course appointment after the course session end date.
 
Federal and state tax withholding amounts are based on the same allowances that CSUF HRDI payroll has on file for the employee’s regular monthly payroll check. Therefore, the percentage of tax withheld on the employee’s Summer Session pay can fluctuate from the regular payroll based on the payment amount. The applicable tax amount withheld is calculated from tax tables and can fluctuate for federal tax and for state tax.

Extension For Credit Employment

 

The terms and provisions of the CSU/CFA Collective Bargaining Agreement Article 40-Extension For Credit EmploymentPDF File shall apply for all instructional employment in self-support for-credit programs offered through Extension.
 
At CSUF, Extension For Credit Employment includes instructional appointments in self-support academic credit special session programs including Winter Session, degree programs, postbaccalaureate programs, certificate programs and individual courses.
 
For retirees not in the Faculty Early Retirement Program (FERP), the Public Employees Retirement System (PERS) rules apply. Public Employees’ Law, 21227, states that a retired person may serve as a member of the academic staff of a California State University without reinstatement from retirement or loss or interruption of benefits if the service does not exceed in any fiscal year a total of 960 hours for all CSU employers (agreed to by CSU and PERS to be 120 days) or 50 percent of the hours the member was employed during the last fiscal year of service prior to retirement. Faculty members retired under the Faculty Early Retirement Program (FERP) are NOT allowed to teach during this term due to the restriction on “permissible ‘period of employment’.”
 
Extension For Credit instructional pay is processed per course appointment after the course session end date.
 
Federal and state tax withholding amounts are based on the same allowances that CSUF HRDI payroll has on file for the employee’s regular monthly payroll check. Therefore, the percentage of tax withheld on the employee’s Extension For Credit pay can fluctuate from the regular payroll based on the payment amount. The applicable tax amount withheld is calculated from tax tables and can fluctuate up for federal tax and for state tax.

Teaching Assistant/Graduate Assistant

  1. New Graduate Assistants (GA) and Teaching Associates (TA) or returning after 1 (one) year of separation must complete the requisite paperwork and sign-in process before beginning work. The sign-in process includes verification of work authorization status, verification of the social security card, a loyalty oath (required for all U.S. citizens), and a withholding declaration. Verification of Work Authorization Status is mandated by the 1986 Immigration Reform and Control Act (IRCA) before every prospective employee can begin work. Section 1 of the I-9 form must be completed by the employee no later than the date on which his/her employment begins. Information about a list of documents acceptable to establish authorization to accept employment in the United States is located in the onboarding portal I-9 section. If a prospective employee does not have proper work authorization on the date that he/she is scheduled to begin employment, the employee cannot be hired or begin work.
  2. Graduate Assistant (GA) appointments may not exceed 20 hours per week while enrolled in classes. Teaching Associate (TA) appointments may be for any fraction less than full-time while enrolled in classes. If a GA accepts more than one on-campus appointment, or if TA accepts more than one on-campus appointment in a different student classification, the total employment must not exceed 20 hours per week while enrolled in classes. If this occurs, pay may be delayed while adjustments are made to the appointments. GAs and TAs may work up to full-time (maximum 40 hours) during academic breaks if registered in a CSUF graduate degree program and continuing enrollment immediately subsequent to the appointment period, e.g., working full-time during the summer and enrolled in classes in the immediately following fall academic term.
  3. As a condition of employment, employees must remain academically eligible.
  4. For TAs only: BENEFITS ELIGIBILITY: You may be eligible if appointed half-time or more for more than six (6) months. A summary of the CSU benefits program is available online. Contact your Benefits Representative if you have questions.

Note: Those employees excluded from health, dental, vision, and life insurance benefits include Graduate Assistants.

  1. CSU staff employees may not concurrently be appointed in student employment classifications (TA, GA, ISA, and Student Assistant).
  2. Pay Schedule:
    • TA salary is payable in six (6) equal monthly installments per academic term.
    • TAs employed in a monthly class, job code 2353, will receive their salary monthly for each month employed.
    • GA (class code 2355) salary is payable in five (5) equal monthly installments per academic term.
    • GAs employed in a monthly class, job code 2325, will receive their salary monthly for each month employed.

Other Resources:

 

Instructional Student Assistant

  1. New Instructional Student Assistant or returning after 1 (one) year of separation must complete the requisite paperwork and sign-in process before beginning work. The sign-in process includes verification of work authorization status, verification of the social security card, a loyalty oath (required for all U.S. citizens), and a withholding declaration. Verification of Work Authorization Status is mandated by the 1986 Immigration Reform and Control Act (IRCA) before every prospective employee can begin work. Section 1 of the I-9 form must be completed by the employee no later than the date on which his/her employment begins. Information about a list of documents acceptable to establish authorization to accept employment in the United States is located in the onboarding portal I-9 section. If a prospective employee does not have proper work authorization on the date that he/she is scheduled to begin employment, the employee cannot be hired or begin work.
  2. Those employees excluded from health, dental, vision, and life insurance benefits include Instructional Student Assistants.
  3. Instructional Student Assistant (ISA) appointments may not exceed 20 hours per week while enrolled in classes. If an ISA accepts more than one on-campus appointment in a different student classification, the total employment must not exceed 20 hours per week while enrolled in classes. If this occurs, pay may be delayed while adjustments are made to the appointments. ISAs may work up to full-time (maximum 40 hours) during academic breaks if registered as a CSU student and continuing enrollment immediately subsequent to the appointment period, e.g., working full-time during the summer and enrolled in classes immediately following fall academic term.
  4. Offers of single academic terms, and the first academic term of a multiple term appointment, are not conditioned on budget and enrollment. All subsequent terms of multiple academic term appointments are conditioned on budget and enrollment.
  5. As a condition of employment, all employees must remain academically eligible. In the event the employee becomes academically ineligible, the employee may be removed without pay from or returned to said appointment as set forth below.
  6. Within the first five (5) weeks of an academic term, the University may, at its sole discretion, remove and employee who has become academically ineligible.
  7. If a bargaining unit employee regains academic eligibility, the University shall determine in its sole discretion whether or not to reinstate the bargaining unit employee. Reinstatement, if any, shall be at the level of employment held prior to removal.
  8. Instructional Student Assistant paydays are the 15th of each month for hours worked during the previous month. If the 15th falls on a weekend day or a holiday, payday will be the next working day. ISA timesheets are usually due in Payroll near the end of the first week of the month.

Other Resources: