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Difference in Pay (DIP)

Recommended By: Academic Senate
Approved:
Ruben Armiñana, President
Date of Original Issue: replaces 2007 Sabbatical and DIP Policy
Date of Current Issue: April 25, 2012
Effective Date: Immediately
Contact Office: Academic Affairs

Policy #2012-2

  1. Preamble
    1. A Difference in Pay (DIP) leave shall be for purposes that provide a benefit to the CSU, such as research, scholarly and creative activity, instructional improvement or faculty retraining. The Collective Bargaining Agreement defines a DIP as (CBA 28.1, 28.3) the difference between the faculty employee's salary and the minimum salary of the instructor rank. (See also Sabbatical Policy.)
  2. Eligibility
    1. A full-time faculty unit employee shall be eligible for a difference in pay (DIP) leave if s/he has served full-time for six (6) years at that campus in the preceding seven (7) year period prior to the leave and at least three (3) years after any previous sabbatical leave or difference in pay leave. (CBA 28.4)
    2. Credit granted towards the completion of the probationary period for service elsewhere shall also apply towards fulfilling the eligibility requirements for a DIP leave. A leave of absence without pay or service in an academic administrative appointment excluded from the bargaining unit shall not constitute a break in service for eligibility requirements. (CBA 28.4)
  3. Application:
    1. The faculty unit employee shall submit a request for a DIP leave to Faculty Affairs. The application shall include a statement of the purpose of the leave, a description of the proposed project and the SSU resources, if any, necessary to carry it out, and a statement of the time requested. (CBA 28.5)
    2. The applicant must also submit to Faculty Affairs a suitable bond or an accepted statement of assets and/or a promissory note that is individually or collectively at least equal to the amount of salary paid during the leave. (CBA 28.11)
    3. The applicant submits the complete application packet to Faculty Affairs, which will forward the materials to the Department RTP Committee and the applicant's Department Chair.
    4. By the end of Spring semester each year, Faculty Affairs will disseminate timelines for the following academic year's DIP proposal submission, review and notification.
    5. When a faculty member is afforded an unexpected opportunity, such as external funding, a scholarship, or fellowship, a rapid and expedited review of a DIP request will be provided.
  4. Levels of Review:
    1. Department RTP Committee:
      1. The Department RTP Committee is elected by probationary and tenured faculty unit employees.
      2. A faculty unit employee applying for a DIP leave shall not be eligible for reviewing DIP applications.
      3. This review shall consider questions related to the quality of the proposed DIP leave project.
      4. The recommendation ensuing from such a review shall be submitted to the Dean of the School or Library.
    2. Department Chair:
      1. Department Chair shall provide a written statement to the Dean of the School or Library regarding the possible effect on the curriculum and operation of the department should the DIP leave be granted (CBA 28.8)
    3. Dean:
      1. The Dean of a School or Library shall consider the recommendation from the Department RTP Committee, input from the Department Chair, and other program needs and budget prior to making a recommendation to the President (or designee) regarding the DIP leave request (CBA 28.9)
      2. The recommendation from the Dean or a School or Library shall be submitted to the President (or designee).
    4. President (or designee):
      1. The President () will consider input from all levels of review prior to making a final determination regarding a DIP leave. (CBA 28.10)
      2. Upon final approval of a DIP leave, the President (or designee) will respond in writing to the applicant and shall include the reasons for approval or denial. If a DIP leave is granted, the response shall include any conditions of such a leave. A copy of this response shall be provided to the affected Department RTP Committee. (CBA 28.10)
  5. Terms of Leave
    1. For classroom faculty the DIP will cover difference between the faculty employee's salary and the minimum salary of the instructor rank; for librarians, the difference between the librarian's salary and the minimum salary of the lowest comparable time base librarian rank; for Counselors, the difference between the Counselor's salary and the minimum salary of the instructor rank at the comparable time base. (CBA 28.3)
    2. A faculty unit employee shall render service to the CSU upon return from a DIP leave at the rate of one (1) term of service for each term of leave. (CBA 28.16)
    3. Faculty on DIP leave shall not accept additional and/or outside employment without prior approval of the President. (CBA 28.14)
    4. Faculty are required to submit a report at the end the end of their DIP leave verifying that the conditions of the leave were met. (CBA 28.15) This report will be added to the Personnel Action File and will be posted online by Faculty Affairs.
    5. Faculty on DIP leave shall be considered in work status and shall receive health, dental and appropriate fringe benefits provided by the CSU in the same manner as if s/he were not on DIP leave. (CBA 28.12) Less than full time leave may have an impact on PERS retirement benefits. Consult PERS for details.
    6. Faculty on DIP leave shall be entitled to accrue sick leave, vacation, and service credit toward service salary increase eligibility, eligibility toward promotion, if applicable, and seniority. (CBA 28.13)
  6. Other information
    1. The CBA reserves some rights and responsibilities to the "Appropriate Administrator." For purposes of this policy, the Deans will serve this role.
    2. The CBA states that the President may delegate his or her authority for reviewing recommendations from all parties and making final decisions.
Updated May 1, 2012 by SSU.policies@sonoma.edu