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:The collective bargaining agreement between the California State University and the California Faculty Association.
Scope:Tenure track faculty at CSU San Marcos.
Responsible Division:Academic Affairs
Approval Date:06/22/2012
Implementation Date:07/01/2012
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 affect 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

I. DEFINITION
"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.

II. 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 affect subsequent difference in pay leaves 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)

III. REVIEW POLICY
It is the policy of CSU San Marcos to provide thorough peer and administrative review of requests for difference in pay leaves 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/School/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 reviewing committee´s recommendation based upon these criteria shall be submitted to the appropriate Dean or equivalent administrator with a copy to the applicant.

B. Prior to making a recommendation regarding the difference in pay leave request, the Dean or equivalent administrator 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 or equivalent administrator’s recommendation shall be submitted to the President or designee with a copy to the applicant and the reviewing committee.

IV. APPLICATION

A. Applications shall be submitted to the appropriate Dean/equivalent administrator.  The application must include:

  • 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/School/Department.

 
B. The Department Chair/Dean/or appropriate administrator shall provide a statement to the Provost regarding the possible impact on the curriculum and/or the operation of the unit should the employee be granted a difference in pay leave.

C. A difference in pay leave request may be filed simultaneously with a request for a sabbatical leave, but only one type of leave may be granted.

V. 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.

VI. 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/School/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/equivalent administrator with a copy to the applicant.

B. Prior to making a recommendation regarding the difference in pay leave request, the Dean/equivalent administrator 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/equivalent administrator’s recommendation shall be submitted to the Provost with a copy to the applicant and the leave committee.

C. The Provost shall respond in writing to the applicant and shall include the reasons for approval or denial. Copies shall be provided to the Dean/equivalent administrator, the applicant, and the leave committee.

VII. FACULTY RESPONSIBILITIES

The faculty unit employee 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 Provost 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 University 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 (fall)/Last business day of February (spring) - Applications due to the Dean/equivalent administrator

First two weeks of October (fall)/First two weeks of March (spring) - Election of the difference in pay leave committee

Second week of November (fall)/Second week of April (spring) - Committee completes recommendations and forwards report to Dean/equivalent administrator with a copy to the applicant.

First week of December (fall)/First week of May (spring) - Dean/Equivalent administrator forwards recommendation to President or designee with a copy to the applicant and the committee.

Last day of fall semester (fall)/Last day of spring semester (spring)- President notifies applicant, Dean/equivalent administrator, 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 Faculty Affairs office.