06:76:00 Outside Employment/Consulting
-
Purpose
-
The purpose of this policy is to establish standards for permissible outside employment and the payment of extra compensation for additional assignments throughout the TBR system.
-
Definitions
-
Outside Employment - any employment outside an employee’s regular employment with the College. This includes self-employment.
-
Additional Assignment - an assignment of duties within the College, but not within the existing job description of an employee.
-
Extra Compensation - compensation over and above the regular compensation of an employee paid for an additional assignment.
-
Overload Assignment - employment at the College or another TBR institution of no more than 2 courses per semester or trimester for extra pay.
-
Course - a unit of teaching that lasts one academic term, including mini-terms, and other periods shorter than a semester or trimester.
-
Introduction
-
Full-time employment with the College demands an employee’s full-time professional expertise, commitment, and energy. The assigned teaching load of a full-time College faculty member constitutes a full-time assignment.
-
However, the College recognizes the value to its students, personnel, state institutions of higher education, and to the citizens of Tennessee arising from outside consulting and other professional experiences. Such activities contribute to the economic development of the state and bring credit to the College. These activities also create valuable links between the College and its communities.
-
The College also recognizes that, under certain conditions, employees may be requested to perform additional assignments for which extra compensation might be warranted.
-
Outside Employment - Disclosure and Approval
-
Section D of this policy only applies to full-time employees. All employees, including part-time employees, must comply with College Policy 06:74:00 - Conflict of Interest and/or commitment.
-
Upon initial employment, an employee must disclose any existing outside employment that they intend to continue and seek approval in accordance with this policy.
-
Once employed, prior to engaging in a new outside employment opportunity, an employee must submit the Request for Authorization for Outside Employment and Continuing Business Activity form (Exhibit 1). This form is available in the Office of Organizational Culture and Engagement and should be submitted with the appropriate signatures thirty (30) days prior to the commencement of outside employment. Should a request for authorization be denied, an appeal can be made to the President of the College. All decisions or appeals will be finalized during this 30-day period.
-
Approval may be provided only for outside employment and additional assignments that:
-
Are performed in addition to normal working assignments and responsibilities;
-
Do not interfere with assigned duties and responsibilities or with regular College operations;
-
Are consistent with College and Tennessee Board of Regents policies, guidelines, and state law;
-
Do not constitute a conflict of interest or commitment or compete with the College’s education, research, or public service programs;
-
Require only a reasonable time commitment from the employee;
- Are not undertaken with an inappropriate claim that the individual is officially representing the College in connection with the employment; and
-
Do not involve the use of College equipment, facilities, or services. An employee must have College approval and provide for compensating the College at the rates established by the College.
-
If the employment involved other agencies, departments, or institutions of Tennessee State government, it is also subject to prior approval by an appropriate representative of the other agency, department, or institution. Services rendered by a College employee to another state agency or institution in higher education will be paid by the contracting agency to the College in accordance with the applicable College and TBR policies and procedures, including Contracts Guideline G-030.
-
Additional Assignments for Faculty
-
Faculty acceptance of additional assignments, including overload assignments, for instruction or other purposes, is strictly voluntary.
-
Overload assignments are based on the needs of the institution but should not be used on a long-term basis or in lieu of hiring qualified faculty or instructors to fill a continuing need.
-
Supervisors must be careful to protect faculty against excessive time commitments.
-
Rates of Compensation for Overload Assignments to Faculty
-
Credit Side: the minimum rates per credit hour of instruction, as articulated in TBR Guideline P-055 must be applied when calculating compensation for overload assignments for full-time faculty or staff teaching credit courses at the College. This includes courses that are taught in any mini-term that is academically attached to fall or spring semester (e.g., winter-mester courses).
-
Compensation for overload assignments must be based on the instructor’s highest degree, rank, and experience within their academic unit at the College.
-
With the approval of the Chancellor, the President or their designees may approve exceptions to these minimum rates.
-
Presidents or their designees may approve rates that are greater than those stated in TBR Guideline P-055 as long as the rates are applied consistently for similar faculty (degree, rank, and experience) within the same academic unit.
-
TCAT: The President or their designees may establish overload rates and assignments based on factors including highest degree, rank, experience, salary, and area of expertise.
-
Exceptions - This policy does not apply to:
-
Ordinary short-term professional activities such as participation in symposia, accreditation visits, speaking engagements, exhibitions, or recitals, even though honoraria may be received for such participation, or to sporadic extra-professional activities such as providing occasional childcare. Such activities are subject to the applicable laws and policies regarding conflicts of interest.
-
Activities to be performed outside the employee’s terms of employment, e.g., summer for faculty. Salaries paid to academic year faculty for teaching in summer session, which are addressed in College Policy 02:19:03 and TBR Policy 5.02.04.10.
-
Sanctions
-
Failure to comply with the requirements of this policy will result in disciplinary action, up to and including termination of employment.
Source: Tennessee Board of Regents Policy 5.01.05.00
Exhibits
Reviewed and revised by Organizational Culture and Engagement on April 29, 2026
See Previous Version(s):
Approved by Policy Review Board on April 24, 2019
Reviewed and Revised by: Human Resources Department, November, 2000
Approved by Executive Staff, President’s Cabinet, and President, May 20, 2009
|
