Special Consultants

Individuals appointed to the Special Consultant classification are employees of the California State University, and as such, are required to complete appropriate employment paperwork.

A Special Consultant performs special assignments of a temporary nature, based on a particular knowledge, ability or expertise. This classification should be used for work that meets the “exempt” criteria of the Fair Labor Standards Act (FLSA) and is not to be used for non-exempt work. Incumbents in this classification are paid on a daily rate.

Special Consultant should sign agreement BEFORE on campus approvals are completed. The form must be completed and fully approved prior to the beginning of the assignment.

Please click here to review the SSU Special Consultant Processing Guidelines.  For questions please contact Human Resources at ext. 4x3100 or email at hr@sonoma.edu

Manager's Tools
  Special Consultant (Employee of Sonoma State University) Independent Contractor (Non-Employee Secured Via Contracts)
Classification Requirements

Current SSU or CSU employee

Is not a current SSU employee, but does not meet criteria for Independent Contractor

No other appropriate classification exists in the CSU system

Work is of a temporary nature (not to exceed one year)

Meets the “exempt” criteria of the Fair Labor Standards Act (FLSA) and is not to perform non-exempt work

Will not act as coordinator of an on-going or recurring academic or academic-related program (e.g. with Program Coordinator in working title). Such coordinators should be placed in an appropriate CSU classification

Not currently appointed to a temporary, probationary, or permanent university-funded or reimbursed position within the CSU system

Is engaged in the pursuit of an independent trade, business, or profession in which these same services are offered to the public (business license number, taxpayer I.D.)

The services contracted are not available within SSU, cannot be performed by SSU employee, or are of such a specialized or technical nature that the knowledge, experience or ability are not available through the normal staffing process

University does not exercise control over details of the services to be performed (methods, hours worked)

Supplies, work area, benefits, and personal liability insurance are not furnished by the University

Background Check Requirement Required per CSU Background Check Policy.  If needed, HR will initiate the screening prior to appointment. Required per CSU Background Check Policy.  If needed, Independent Contractor must furnish documentation to attest compliance with this requirement.

 

Paperwork Needed For Appointment
Department

Submits to HR Office

Special Consultant Agreement Form

Special Consultant’s Resume

Approvals should be secured prior to submission

Submit to Contracts and Procurement Office

E-req for Independent Contractor

Independent Contractor Review Request Form

Approvals should be secured prior to submission

Special Consultant

Signs the approved Special Consultant Agreement Form, and submits to HR Office

New Employee Information Form

Employee Action Request Form

I-9 Employment Eligibility Verification Form (if new to CSU or returning following a break in service)

Notice of Exclusion From CalPERS Membership Form

Statement concerning Your Employment is a Job Not Covered by Social Security Form

 

 

Paperwork Needed To Process Payment
Special Consultant

Submits to Department

Special Consultant Pay Voucher

Department

Reviews, approves and submits the completed Special Consultant Pay Voucher to HR Office by the end of each pay period or by the end of the project, whichever is earlier

 

CSU Additional Employment Policy

The California State University (CSU) Additional Employment Policy establishes reasonable limits on the total amount of employment an individual may have within the CSU system.

Additional Employment refers to any CSU employment that is in addition to the employee’s primary appointment. Additional employment limitations are based on time-base, not salary. A maximum of 125% time-base is allowed under certain circumstances. The salary rate for additional employment may be the same as the rate for the primary appointment; however, a different salary rate is permitted if appropriate for the work performed and if allowed by the funding source. When determining the 125% additional employment under the CSU Additional Employment Policy, all CSU employment and all outside CSU foundation and other CSU auxiliary employment are considered together.

Outside Employment refers to any employment not compensated through the CSU payroll. Employment directly compensated by a CSU foundation or other CSU auxiliary that is not compensated through the CSU payroll is considered outside employment. Employment that is compensated through the CSU payroll and is reimbursed by a foundation, other auxiliary, or other funding source is considered CSU employment. CSU employees may, consistent with campus policies governing outside activities, be employed outside the CSU system. However, conflicts of interest are not permitted. 

Please contact Employment Services prior to assignment of additional work to any current CSU employee for further review.