I hope this list can have a lively discussion on this topic, addressing both
advocacy and incentives for faculty and the contractual and administrative
issues that come into play.  On our campus, "duty days" are specified by
contract but payment is allowed in most instances for work actually conducted
during quarter breaks and summer months, is typically disallowed on weekends,
and at least two weeks (in addition to holidays) are set aside as vacation and
cannot be paid from external sources.  We have had some discussion about
payment from external sources for work done above and beyond normal
responsibilities on regular duty days.  Several program officers at the US
Department of Education, for example, have been quite clear that this is
allowable from their perspective (such as when the project involves
after-school in-service activities for teachers) but not all administrators are
comfortable with that from an institutional and contractual perspective.
Most federal agencies say that "base salary" is defined by the institution (and
must be consistent etc).  It would be very useful to me to collect as many such
definitions as possible to present to senior administrators and a faculty
committee here.  I have heard everything from campuses that make all
non-teaching calendar days available for payment from external sources to 122%
of a nine-month or academic-year base as a maximum.
Our current definition: 168 duty days, prescribed by contract; 20% overload
allowed on these days (usually interpreted as teaching overload and closely
monitored by deans); an additional 72 days, with no overload, allowed at normal
daily rate of pay.
I look forward to this discussion!

Elaine Lilly
Director of Grants & Sponsored Programs
Mankato State University
xxxxxx@mankato.msus.edu