UCSF/Affiliate Employment Policy
Applicability
All UCSF Career Appointments
Policy
It is the policy of UCSF that any compensated employment of a UCSF employee by a non-UC entity should not conflict with the employee�s UCSF appointment and not involve use of University resources. In particular, special care should be taken to avoid conflict where a UCSF employee has concurrent employment with a UCSF-affiliated entity. The employment by the UCSF-affiliated entity should be a stand-alone job that is distinct and independent from the UCSF appointment. (For the purposes of this policy an affiliated entity is one that conducts research, clinical and/or other endeavors similar to UCSF, and some of those endeavors are associated with UCSF such that they may not exist without the UCSF association.)
Concurrent employment (dual employment) by both UCSF and affiliated entity is not allowable for non-faculty academic and staff employees except in highly unusual circumstances. At a minimum, concurrent employment requests by both UCSF and an affiliated entity must be disclosed and approved in advance. Approval of dual employment will be granted only in special circumstances where each employer (UCSF and the affiliated entity):
- employs the individual in distinctly different roles (e.g. the job duties are sufficiently disparate to dispel any question of overlapping responsibilities),
- funds the respective appointments with resources that are unrelated, and;
- assures that the individual's supervision comes from distinctly separate organizational lines.
Any payment from an affiliated entity other than compensation for approved employment is prohibited.
Required Submissions
Attached is a UCSF/Affiliate Dual Employment Checklist which must be completed and submitted with the notification disclosing the proposed dual employment relationship. The disclosure with concurrence by the designated home departmental Chair is then forwarded for approval to the appropriate Dean�s or Vice Chancellor Office at the time the second employment arises.
Key References
- Personnel Policies for Staff Members, 30. K. RESTRICTIONS
- An employee who is appointed at 100
percent time shall not receive additional compensation from the University for
any work or services which are related to the employee's appointment regardless
of source or type of payments. Exceptions to this policy are payments for
overtime earned by non-exempt employees, payments for teaching regularly
scheduled University Extension courses whether or not related to the employee's
appointment and outside the employee's normally scheduled hours, and
administrative stipends payable under Section J of this policy.
-
- UC Business and Finance Bulletin G-29, Procedures for Investigating Misuse of University Resources
- Prohibits inappropriate use of University resources for non-University
purposes. University resources include, but are not limited to, cash, property,
the University name, personnel, and time due to the University by employees.
-
- Campus Administrative Policy, 150-10 Conflict of Interest
- This policy concerns any conflict that may arise between an employee's assigned position or commitment with the University, and any other interest or obligation. A number of specialized policies and guidelines have been issued in recognition of the need for guidance in this area. These policies and guidelines have been summarized and brought together in the UC Business and Finance Bulletins, Conflict of Interest Policy and Compendium of Specialized University Policies, Guidelines, and Regulations Related Conflict of Interest (PDF). Specific questions may also be directed to Legal Affairs.