Additional Appointment

Individuals performing work for the University must be properly classified and paid to ensure compliance with state and federal regulations, CSU policies, and collective bargaining agreements. Below is a list of three additional non-faculty employment types along with a brief description.

To start the process, submit the Contractor-Consultant Determination Form to your HR Analyst for determination of appointment type.

Contractor-Consultant Determination Form

*Select  FA-Human_Resources(HR)-Contractor_Consultant_Determination_Form from the drop-down menu

SPECIAL CONSULTANT

• Temporary assignment based on particular knowledge, ability or expertise.
• Hold extensive experience or education in the particular area or specialty for which the consultant's services are required.
• Meets the "exempt" criteria of the Fair Labor Standards Act (FLSA) and is not performing non-exempt work.
• May be subject to the successful completion of a background check depending on the nature of duties.
• Special Consultant - Additional resources and sign in process.
• Forms required:
  • Special Consultant Agreement Form  (select: FA-Human_Resources(HR)-Special_Consultant_Agreement_Form)
    • View Form Instructions Here
    • Contractor-Consultant Determination Form must be attached
  • Special Consultant Timesheet

CASUAL WORKER

• Appointments are intermittent, temporary, short-term (not to exceed 1-year/fiscal).
• Do not perform bargaining unit work.
• Typical assignments include modeling for an art class, painting a mural, group fitness instructor, etc.
• Successful completion of a background check is required.
• Casual Worker - Additional resources and sign in process.
• Form required:
  • Hourly Timesheet

INDEPENDENT CONTRACTOR

• Exercises total control over the work being performed, sets own work hours, pay for their own business expenses, and provide own insurance, equipment, and office space.
• The University does not direct or control the way the work is done. For example, providing how, when, and where to work, along with what tools are used are typically instructions provided to an employee.
• The University does not reimburse business expenses such as supplies, equipment, etc.
• May be subject to the successful completion of a background check depending on the nature of duties.
• Not a current CSU employee and services contracted are not available through the normal staffing process.