UH System Policies and Procedures
Board of Regents Policies
- + 1. General Provisions
- + 2. Administration
- + 3. Organization
- + 4. Planning
- + 5. Academic Affairs
- + 6. Tuition, Financial Assistance, and Fees
- + 7. Student Affairs
- + 8. Business and Finance
- 201. Personnel
- 202. Classification Plans and Compensation Schedules
- 203. Collective Bargaining
- 204. Employment of Relatives
- 205. Political Activity
- 206. Faculty and Staff Renewal and Vitality Plans
- 207. Outside Employment
- 208. Relocation Allowances
- 209. University Housing Assistance Program
- 210. Faculty Sick Leave Policy
- 211. Health Fund and Retirement Benefits
- 212. Executive and Managerial Personnel Policies
- 213. Evaluation of Board of Regents’ Appointees
- 214. Teaching Assignments for Instructional Faculty
- 215. Excluded Administrative, Professional and Technical (APT) Employees’ Personnel Policies
- 216. Travel Per Diem
- 217. Waiver of Oath of Loyalty for Select Employees
- 218. Delegation of Personnel Actions
- + 10. Land and Physical Facilities
- + 11. Miscellaneous
- + 12. Research
- Abolished Policies (Post Oct. 2014)
- Archived RP
- Executive Policies
- Administrative Procedures
UH‐Related Laws and Rules
- Hawaiʻi Revised Statutes (HRS) 304A
- Hawaiʻi Administrative Rules (HAR) Title 20
Board of Regents Policy 9.207 Board of Regents Policy 9.207
Regents Policy Chapter 9, Personnel
Regents Policy RP 9.207, Outside Employment
Effective Date: May 20, 2005
Prior Dates Amended: May 22, 1957, Sept. 19, 1963; Oct. 31, 2014 (recodified)
Review Date: August 2019
To set forth policy on outside employment.
No policy specific or unique definitions apply.
III. Board of Regents Policy
A. Faculty and other personnel involved in outside employment as consultants shall make clear to all concerned that such consultation work is in no way connected with or sponsored by the university.
B. Outside employment for compensation shall be governed by the provisions specified herein except as modified or superseded by a collective bargaining agreement.
1. Members of the university faculty and staff are encouraged to promote the cultural and economic development of the state by utilizing their special abilities and skills in research, teaching, scholarly or artistic production, and consulting over and above the full requirements of the position to which they are appointed. Such additional supplementary activity must in no way interfere with the creditable performance of the primary obligation to the university. Outside employment must be of a professional nature, and it should contribute to the professional competence of the faculty member.
2. Ethical considerations.
a. No teacher or teaching assistant of any grade or classification shall accept pay to tutor students in the subject matter of the courses they teach.
b. The results of research conducted by the university shall be published or otherwise made available to the public, and no researcher will sell the results of research conducted by and for the university, unless authorized by the president.
c. No faculty member shall accept any fee, gift, or payment of expenses over and above authorized compensation for services rendered in the post for which he/she has been appointed, except with special approval of the president.
d. No faculty member shall use the university facilities, supplies, or equipment other than in the course of his/her university duties, except with prior approval of the president.
e. No faculty member shall accept off-campus positions or appointments, whether paid or not, when such activities may impair their judgment of the faculty member in the discharge of university duties.
f. Although faculty members may not accept compensation for special information known to them by virtue of their employment with the university, they may charge a fee or accept a retainer for the utilization of their special competence, knowledge and skill in consulting, design, or research directed toward the solution of specific problems for a specific employer or client.
3. Compensation for university grant or contract research. Research is one of the normal functions of a member of the faculty and grants, contracts, or university-sponsored research funds may not be used to augment the total salary of a faculty member except during summer months or during authorized leave periods. Extra compensation may be received for services performed during summer months or authorized annual leave periods at a uniform rate determined by the percentage of effort of the faculty member, the member’s annual salary, and the duration of the service. Faculty work schedules allowing for no vacation period will not be regularly permitted. Faculty members who claim extra compensation for summer months or annual leave periods must file a Quarterly Effort Report with the director of research services.
4. Compensation for teaching night classes or during summer sessions. Faculty members and staff may receive extra compensation to teach night classes or summer session classes. The rate of compensation will be determined by the number of credit hours taught and the rank of the faculty member in accordance with the schedule approved by the board. The total number of credit hours of evening and summer session teaching for which a faculty member may receive compensation is limited to nine semester hours for those on academic year schedules, or five semester hours for those on calendar year schedules. These totals may not be exceeded in any one year commencing with the beginning of the fall semester. Non-credit courses will be counted on the basis of fifteen lecture hours for each credit hour. Generally, teaching load reductions for research will not be authorized during a semester in which a faculty member receives extra compensation to teach evening classes, and extra compensation for summer session instruction will not be allowed simultaneously with extra compensation for summer research.
5. Consulting, contract, and private employment. Faculty members may engage in consulting, contracting, or private employment under the general rules for non-interference with university obligations and duties. Such activity should not exceed the equivalent of one eight-hour work day per calendar week.
6. Record of outside employment. Before undertaking compensated outside activity, faculty members shall file with the department chairman or other administrative supervisor a form provided for this purpose. The department chairperson will endorse thereon a recommendation and forward it to the dean or director concerned. If the appropriate administrator approves the project, the chairperson and the individual concerned will be so notified. If the project is disapproved, the individual may appeal to the president. If at any time the department chairperson considers that the project interferes with the performance of the official duties of the faculty member, the situation shall be reported to the dean or director.
C. University Employees Working for a Legislator
1. Reassignment of university employees to work for legislators shall comply with the policies for executive branch employees set forth by the governor or the governor’s designee.
2. In the event that a university employee should request to work for a legislator on a temporary inter- or intra-governmental assignment or exchange as provided for by Section 78-27, HRS, the agreement between the parties as required by statute shall specify that the university employee’s participation shall be conditioned on the employee being on an approved leave without pay from the university.
IV. Delegation of Authority
There is no policy specific delegation of authority.
V. Contact Information
Office of the Vice President for Administration, 956-6405, firstname.lastname@example.org
VII. Exhibits and Appendices
No Exhibits and Appendices found
Executive Administrator and Secretary of the Board of Regents
approved as to Form:
October 31, 2014
TopicsNo Topics found.