3.1.6.1 Supplemental Employment - Non-Bargained For Employees

Printable Version

Effective Date:

6-19-74

Revision Date:

10-30-12

University Policy Statement

The University encourages the interaction of its faculty and staff with the community and with governmental, public, and business organizations. Through consulting relationships and other forms of employment, University employees can be a valuable resource.

Full-time employees of the University may be permitted such supplemental employment. However, it is understood that such employment must be outside of the employee's regular hours of work and must not interfere with the performance of the employee's duties and responsibilities.

University Practice

The guidelines outlined below are intended to provide for a limited amount of supplemental employment and to protect the integrity of the employee-University employment relationship:

Supplemental employment for non-bargained for, non-teaching employees may be permitted when:

  • It is outside of the employee's regular hours of work and does not interfere with the employee's assigned duties and responsibilities and does not conflict with work requirements outside of the University's regular business hours.
  • Prior to undertaking such outside work, the employee must report to the department head the nature, extent, and expected duration of such work.
  • When, in the opinion of the appropriate vice-president/Divisional Head, the employee's supplemental employment interferes with the performance of the employee's University duties, the employee may be requested to end or modify such supplemental employment all as a condition of continued employment as a full-time employee of the University.

Responsibility for Implementation

The Chief Human Resources Officer, Assistant Vice President, Academic Personnel & Contract Administration, and University Supervisors have the primary responsibility for implementing and enforcing this policy. Further, it is the responsibility of each University employee to disclose his or her supplemental employment.

Scope of Policy Coverage

The policy covers all non-bargained for full-time University employees.

Regulations on this subject in regards to bargained-for employees may be found in collective bargaining agreements.

Authority for Creation and Revision


Minutes of the Board of Regents, June 19, 1974; para. .1384M.
Minutes of the Board of Regents, December 6, 1989; para. .4134M.
Minutes of the Board of Regents, June 17, 2003; para. .6132M.
Minutes of the Board of Regents, October 30, 2012


Last Review Date: October 2018


University Policy Statement

The University encourages the interaction of its faculty and staff with the community and with governmental, public, and business organizations. Through consulting relationships and other forms of employment, University employees can be a valuable resource.

Full-time employees of the University may be permitted such supplemental employment. However, it is understood that such employment must be outside of the employee's regular hours of work and must not interfere with the performance of the employee's duties and responsibilities.

University Practice

The guidelines outlined below are intended to provide for a limited amount of supplemental employment and to protect the integrity of the employee-University employment relationship:

Supplemental employment for non-bargained for, non-teaching employees may be permitted when:

  • It is outside of the employee's regular hours of work and does not interfere with the employee's assigned duties and responsibilities and does not conflict with work requirements outside of the University's regular business hours.
  • Prior to undertaking such outside work, the employee must report to the department head the nature, extent, and expected duration of such work.
  • When, in the opinion of the appropriate vice-president/Divisional Head, the employee's supplemental employment interferes with the performance of the employee's University duties, the employee may be requested to end or modify such supplemental employment all as a condition of continued employment as a full-time employee of the University.

Responsibility for Implementation

The Chief Human Resources Officer, Assistant Vice President, Academic Personnel & Contract Administration, and University Supervisors have the primary responsibility for implementing and enforcing this policy. Further, it is the responsibility of each University employee to disclose his or her supplemental employment.

Scope of Policy Coverage

The policy covers all non-bargained for full-time University employees.

Regulations on this subject in regards to bargained-for employees may be found in collective bargaining agreements.