Difference in Pay Leave

Definition:This policy and set of procedures defines the purpose of a "difference in pay leave," provides policy that guides evaluation of requests for difference in pay leave, and establishes a set of procedures for granting a difference in pay leave.
Authority:CSU Unit 3 Collective Bargaining Agreement 28.1
Scope:Tenure track faculty at CSU San Marcos.
Responsible Division:Academic Affairs
Approval Date:05/01/2000
Implementation Date:05/01/2000
Originally Implemented:05/01/2000
Signature Page/PDF:View Signatures for Difference in Pay Leave Policy


Notes

Description: "A difference in pay leave shall be for purposes that provide a benefit to the CSU such as research, scholarly and creative activity, instructional improvement or faculty retraining." (CBA 28.1) It may be approved for one (1) or more semesters or months as appropriate to the appointment.

Eligibility: A full-time faculty unit employee shall be eligible for a difference in pay leave if he/she has served full time for six (6) years at this campus in the preceding seven (7) year period prior to the leave. Credit granted towards the completion of the probationary period for service elsewhere shall also apply towards fulfilling the requirements for a difference in pay leave. A leave of absence without pay or service in an academic administrative appointment excluded from the bargaining unit shall not constitute a break in service for eligibility requirements, nor shall it subsequent difference in pay leave after s/he has served full-time for three (3) years after the last sabbatical leave or difference in pay leave and has satisfied the obligation in 28.16. (CBA 28.4)
 
Policy: It is policy of CSU San Marcos to provide thorough peer and administrative review of requests for difference in pay leave using a standardized review process and criteria for evaluation.
 
a. Review at each level shall consider the quality of the proposed difference in pay leave proposal. Application review criteria are that:
 
* the project supports the mission of the University/College/Department;
 
* the project contributes to the intellectual development of the applicant through enriching or extending knowledge of discipline, or provides an opportunity to change area of study; and
 
* the proposal demonstrates that the time requested for the project/experience is appropriate.
 
The committee´s recommendation based upon the criteria shall be submitted to the Dean/Senior Director with a copy to the applicant.
 
b. Prior to making a recommendation regarding the difference in pay leave request, the Dean/Senior Director shall consider the faculty committee recommendation, the effect on the operation of the unit should the employee be granted a difference in pay leave, and campus budget implications. The Dean´s/Senior Director´s recommendation shall be submitted to the President or designee with a copy to the applicant and the leave committee.


Procedure

Application
 
Applications shall be submitted to the Dean/Senior Director of Health, Counseling, and Disability Services. The application must include:
 
· a statement of the purpose of the leave,

· a description of the proposed project,

· CSU resources, if any, necessary to carry out the project,

· a statement of the time requested, and

· benefits of the project to the University/College/Department.
 
The Department Chair/Dean/Senior Director shall provide a statement to the appropriate Vice President regarding the possible impact on the curriculum and/or the operation of the unit should the employee be granted a difference in pay leave.
 
A difference in pay leave may be filed simultaneously with a request for a sabbatical leave, but only one type of leave may be granted.
 
Committee Selection
 
An ad hoc academic unit or division level committee, composed of three (3) tenured faculty unit employees, shall review difference in pay leave requests. This committee shall be elected by probationary and tenured faculty unit employees. Persons applying for a difference in pay leave are not eligible to serve on this committee.
 
Review of Applications
 
a. Review at each level shall consider the quality of the proposed difference in pay leave proposal. Application review criteria are that:
 
· the project supports the mission of the University/College/Department;

· the project contributes to the intellectual development of the applicant through enriching or extending knowledge of discipline, or provides an opportunity to change area of study; and

· the proposal demonstrates that the time requested for the project/experience is appropriate.
 
The committee's recommendation based upon the criteria shall be submitted to

the Dean/Senior Director with a copy to the applicant.
 
b. Prior to making a recommendation regarding the difference in pay leave

request, the Dean/Senior Director shall consider the faculty committee recommendation, the effect on the operation of the unit should the employee be granted a difference in pay leave, and campus budget implications. The Dean's/Senior Director's recommendation shall be submitted to the President or designee with a copy to the applicant and the leave committee.
 
c. The President or designee shall respond in writing to the applicant and shall include the reasons for approval or denial. Copies shall be provided to the Dean/Senior Director, the applicant, and the leave committee.
 
Faculty Responsibilities
 
The faculty unit employees shall not accept any outside employment while on leave without the approval of the President. (CBA 28.14)
 
The faculty unit employee shall submit a written report to the President and the unit level committee discussing the outcomes of the project/experience. The applicant shall include a copy of this report in any subsequent application(s) for a difference in pay leave.
 
Final approval of a difference in pay leave shall not be granted until the applicant has filed with the President a suitable bond or an accepted statement of assets that are at least equal to the amount of salary paid during the period of leave. Such suitable bond or accepted statement of assets shall indemnify the State of California against loss in the event the employee fails to render the required service in the CSU following return of the employee from the difference in pay leave. (CBA 28.11)
 
A faculty unit employee shall render service to the CSU upon return from a difference in pay leave at the rate of one term of service for each term of leave. (CBA 28.16)
 
Timeline
 


Last business day of September - Applications due to the Dean/Senior Director

First two weeks of October - Election of the difference in pay leave committee

Second week of November - Committee completes recommendations and

forwards report to Dean/Senior Director with a copy to the applicant.

First week of December - Dean/Senior Director forwards recommendation to President or designee with a copy to the applicant and the committee.

Last day of fall semester - President notifies applicant, Dean/Senior Director, and committee of difference in pay leave decision.
 
When a faculty unit employee is afforded an unexpected opportunity, such as external funding, a scholarship or fellowship, a rapid and expedited review for a difference in pay leave will be provided. (CBA 28.6)
 
Forms
 
Forms for filing a suitable bond or an accepted statement of assets are available in the Office of Academic Resources.

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