Outside Employment for Faculty

  1. What triggers the reporting requirement?

    A faculty member whose outside employment averages five or more days per month during the period of his or her contractual obligation to the university shall report such employment. In brief, each semester, regular salaried faculty report whether (a) either their outside employment for the prior semester averaged five or more days per month; or (b) anticipated outside employment for the current and ongoing semester is expected to average five or more days per month.

    More specifically, University Policy 60.5.8 provides: "Twice a year, normally in September and January, a faculty member whose outside employment has averaged five or more days per month during the immediately past reporting period shall report such employment to his or her department chair or unit head. At these same times, a faculty member whose anticipated outside employment commitments for the immediately coming reporting period average five or more days per month shall report the anticipated commitments."
     
  2. Is this notice, if required, in addition to the requirement to submit an annual outside employment form?

    Yes. All regular salaried faculty and staff file an outside employment form as requested by the university. A faculty member's notice to the chair of outside employment activity of five days per month or more is a separate requirement.
     
  3. What are the reporting periods for the September or January reports?

    "For faculty members on academic year appointments, the reporting periods are from September 1 to December 31 and from January 1 to Commencement, or equivalent time periods if the academic year appointment has different contractual date specifications. For faculty members on calendar-year appointments, the reporting periods are from July 1 to December 31 and from January 1 to June 30, although a faculty member on a calendar-year appointment need not report employment held during his or her contractual vacation period.” See University Policy 60.5.8.
     
  4. What is a "day" and what days of the month count?

    “For the purposes of this and the following regulations, a ‘day’ is defined as any calendar day devoted to outside employment or any portions of days so devoted, the sum of which equals eight hours. Because of the nature of academic activities, the schedule of a faculty member is flexible and to a considerable extent self-determined; therefore, it is impossible to define a standard workweek appropriate to all faculty members, some of whom may well fulfill their obligations to the university on a Monday through Friday, daytime-hours basis, while others, in fulfilling these obligations, draw more fully on the entire calendar day and the entire calendar week. Accordingly, for the purposes of this and the following regulations, all days of the month are relevant, including weekends, holidays, and recesses, but excluding the period from Commencement through August 31 for those on academic year appointments.” See University Policy 60.5.8.
     
  5. What information shall be included in the report?

    As described in University Policy 60.5.8, "Reporting requirements shall include the number of days of outside employment, the identity of the employer, and the general nature of the employment but shall not include the amount of compensation."
     
  6. With whom is the report filed?

    The faculty member's chair or director.
     
  7. What will the chair do with the report?

    "Upon receipt of the faculty members' reports, the department chair or unit head shall forward to the dean or director of the academic unit the reports of past and anticipated outside employment in his or her unit. The department chair or unit head shall also recommend to the dean or director any limiting of outside employment in particular cases, if he or she determines the outside employment in question to be detrimental to the quality or extent of the fulfillment of the faculty member's obligations to the university." See University Policy 60.5.8.
     
  8. If the dean is concerned that the faculty member’s outside employment activities are excessive, what procedure does the dean follow?

    Per university Policy 60.5.8, "Should the dean or director of an academic unit wish to consider limiting outside employment in a particular case, he or she shall first provide the faculty member an opportunity to demonstrate that his or her outside employment does not interfere with the fulfillment of his or her obligations to the university.”
     
  9. Can the dean or director limit a faculty member's outside employment?

    Yes.
     
  10. What determination by the dean or director justifies directing a faculty member to limit their outside employment?

    The dean or director shall limit outside employment opportunities "only if he or she determines the outside employment in question to be detrimental to the quality or extent of the fulfillment of the faculty member's obligations to the university." See University Policy 60.5.8.
     
  11. Does the faculty member have an appeal right?

    As stated in University Policy 60.5.8, "A faculty member whose outside employment has been so limited may appeal the decision to the campus chancellor in Camden and Newark, and in New Brunswick to the University Vice President for Academic Affairs, who will render a final decision."