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Guidelines for Hiring Temporary Employees

Introduction

This memo provides hiring managers with a lot of important information about employment processes, policies, timelines and forms required to hire and to pay temporary employees correctly. Due to its length, we have formatted this memo by topic to enable you to find pertinent information as easily as possible. Please forward this email to those staff members in your department who you determine should have this information.

Most information contained in these guidelines pertains to temporary employees who are hired onto Princeton? payroll, and generally does not pertain to the hiring procedures for temporary agency or Princeton University undergraduate or graduate student workers.

UK employment market shows no real signs of flagging

The latest Report on Jobs from consultancy Deloitte and the Recruitment and Employment Confederation (REC) shows that the UK labour market continued to grow despite a slowdown in the rate of growth.

Gains were recorded in employee placements, demand for staff and average pay.

And candidate supply shortages were reported to be less widespread than the previous month, largely due to greater numbers of migrant workers entering the labour market.

Ashley Unwin, consulting partner at Deloitte said: "Cooling demand for staff across sectors has eased pressure on pay, with average increases now at 4.1%. However, the impact of the Olympic win can already be seen in some areas, with growth in the construction and service sectors already apparent."

Marcia Roberts, deputy chief executive of the REC said: "The widespread skills shortage of previous months is less evident as larger numbers of migrant workers and seasonal workers enter the jobs market and are placed by recruiters.

"Although growth in demand for both permanent and temporary workers continues to level out, we must not lose sight of the fact that there has now been continuous growth for more than two years. Even with the continued decline in manufacturing, the UK labour market remains in good health."

Source from personneltoday.com

Temporary Employment Appointments

· Temporary Employment Appointments on Summer Session budget 2962 need to be approved by the Vice Provost for Academic Affairs, Doug Baker prior to entering into TEMPS

· In order for anyone to teach in the summer on a time card appointment, a memo from the department chair needs to be submitted to Doug Baker for review (cc Linda Schoepflin). The memo must be submitted well in advance of the appointment begin date. If the appointment memo has not been approved by the Vice Provost the appointment will not be approved in TEMPS.

· Appointment begin and end dates must correspond with the begin and end dates of the course attached to the appointment.

· All temporary appointments on budget 2962 will be reviewed by Summer Session in the TEMPS system.


Include the following information in the Comments section of on the temporary appointment:

Comments:

Course: Course prefix, number and section (Example: Chem 101.1)

Total payment: Total amount this person is to be paid for this appointment.

Approval: State that an approval has been signed by the Provost's Office for faculty appointments.

Add other, if any, information that will clarify why this person is on a temporary appointment instead of a PAF.

Read more info about temporary employment from summeradmin.wsu.edu

About Temporary Employment

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The following information provides answers to the most frequently asked questions about hiring a temporary employee. If you have additional questions, please contact Employment Services at 303-492-6475.

What is Temporary Employment?

State personnel rules provide for temporary employment for work assignments that are non-permanent or seasonal in nature. Temporary positions may be filled without applicants going through an examination process. Temporary appointments are limited by state law to six months in any 12-month period.

What are Methods of Hiring a Temporary Employee?

There are two options available. A department may contact a temporary employment agency to request a worker. In this case, the temporary worker is paid by the agency and the university is billed by the agency. The second option is for the department to hire a person directly who will be paid from the university payroll system. Employment Services no longer maintains a list of persons interested in doing temporary work.

What is the Required Paperwork for a Temporary Appointment?

In order to hire a person from a temporary employment agency, the department must first request a Standing Purchase Order (SPO) for the temporary agency. Please contact John Williams, Purchasing Agent, at the Procurement Service Center for assistance in creating the SPO and for information about temporary agencies currently under contract with the state. Mr. Williams can be reached at 303-724-0120.

Once the SPO is in place, you may contact the temporary agency and make arrangements for a temporary worker. (Please see below for a list of agencies with a state contract.) You will need to provide the temporary agency with the SPO number assigned to your department.

temporary employmentIn order for the temporary agency to be paid, the agency will submit an invoice to Accounts Payable at the Procurement Service Center. Accounts Payable will attach a voucher to the invoice and send both documents to the campus department. The campus department will approve payment of the charge online in PeopleSoft.

For a classified temporary employee paid from the university payroll system, please submit to Employment Services a copy of the person's employment application (supplemental application, resume, or State of Colorado Application for Announced Vacancy form), W-4 form, I-9 form, a Direct-Deposit Form and Personal Data Form. If the appointment is above the minimum of the pay range, signed approval from the appointing authority must also be attached. In PeopleSoft, request to create a temporary position and enter the new temporary employee in that position assigned by PeopleSoft. We will then approve it online.

What are the Limits?

The length of appointment can be for a maximum of six months in a 12-month period. The 12-month period is counted from the appointment start date, not from January 1 or July 1. If the work period is continuous, this can be a true six months, e.g. December 15 through June 14. If the work is intermittent, however, one day worked in a month counts for a whole month. This limit of six months in a 12-month period applies to all temporary employment - one temporary job, a series of temporary jobs, work as an agency temporary, work as a classified temporary, work as a University Assistant, temporary work done at other state agencies, or any combination thereof.

Before a hire is made, departments are advised to determine if the person they are considering for temporary work has done any temporary work for the University or other state agencies in the past year. Departments may also consult with Employment Services, which maintains a record of temporary employees.

How are Temporary Appointments Similar to Permanent Appointments?

Persons appointed to classified temporary positions must meet the age requirements and minimum qualifications of the job class to which they are appointed. Employment Services determines if these requirements are met through a review of a completed supplemental application form, resume, or state application. Agency temporary employees are not required to submit such documentation to Employment Services.

An in-grade hire may be done for a classified temporary appointment. Justification for the in-grade hire and the appointing authority's approval for such a hire must be attached to the application. Temporary employees will no longer receive salary survey adjustments. Agency temporary employees are paid according to the agency rates.

Federal law requires that every new employee complete an Employment Eligibility Verification form (I-9) and provide proof that he or she is either a U.S. citizen or a legal alien authorized to work in this country. An agency temporary worker has already provided this documentation before he or she is referred to your office.

Agency and classified temporary employees are subject to overtime pay requirements if they are in a nonexempt job class and they work over 40 hours in a work week.

Classified temporary employees are covered by Workers' Compensation Insurance for injuries sustained while on the job. Agency temporary workers are covered through the agency.

How do Temporary Employees Differ from Permanent Employees?

Classified temporary employees are paid on the bi-weekly payroll rather than the monthly payroll. They are paid for the hours they actually work and not for holidays or other leave days. Hours worked must be submitted to the Payroll & Benefit Services Office through PeopleSoft Time Entry at the end of each payroll period. Agency temporary workers are paid by the agency based on the signed time sheets the employee submits to the agency.

Temporary employees do not earn annual leave or sick leave. A temporary employee may request time off and it may be granted, but it is not paid leave.

Temporary employees are not eligible to apply for departmental promotional exams. If temporary employees wish to become permanent employees, they must complete a state application form, participate in an examination, and be referred from an eligible list for a specific job class.

If a temporary employee becomes a permanent employee, the time worked as a temporary does not count toward seniority.

Temporary employees do not have the right to a hearing if dismissed for unsatisfactory performance. Supervisors have a responsibility to communicate to the employee expectations and standards for satisfactory performance.

University Department Responsibilities

Help the Employment Services office track temporary employment by providing Employment Services with the name of the agency temporary worker, Social Security number, and work start date.

Keep a record of dates and hours worked. Submit this information in a timely manner so that the worker is paid at the expected time. For classified temporary employees, this information is submitted on PeopleSoft Time Entry. For agency temporary workers, this information is submitted to the agency through signed weekly time sheets.

Communicate to the temporary worker the expectations and standards for satisfactory performance.

Comply with state law. Do not employ a specific temporary worker longer than six months in any 12-month period. This will require departments to plan carefully.

When a classified temporary appointment ends, terminate the appointment on PeopleSoft immediately. For intermittent temporary workers, this is particularly important. The payroll record should show clearly that a classified temporary appointment did not exceed six months.

For information about temporary agencies currently under contract with the state, or for specialized skills, please contact John Williams, Procurement Service Center, 303-724-0120

Source from colorado.edu

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Permanent Job Proves An Elusive Dream

The increasing use of temps "is part of the diminished and inferior wages and fringe benefits you see in all the new jobs that are becoming available," said William B. Gould IV, a labor law professor at Stanford University and former chairman of the National Labor Relations Board.

The government does not have up-to-date figures for the size of the entire contingent workforce, which includes temps, independent contractors, on-call workers and contract company workers. In 2001, the Labor Department classified 16.2 million people -- as much as 12.1 percent of the labor force -- as contingent workers.permanent job proves an elusive dream

It does track one slice of that workforce: temporary workers. Since January 2002, the nation added 369,000 temp positions, about half of the private-sector jobs created during that stretch. Temporary jobs accounted for one-third of the 96,000 jobs added to the economy in September. In 1982, there were 417,000 workers classified as temporary help. Today, there are more than 2.5 million, according to Labor Department data.

That is about equal to the number of manufacturing jobs lost in the past decade. Barrie Peterson, associate director of Seton Hall University's Institute on Work in South Orange, N.J., said that as many as half of those lost manufacturing positions may have been converted to temporary employment.

The change can be abrupt. At A&E Service Co., a small auto-parts assembler in Chicago, employees were told on July 15 that the firm "will no longer hold general labor employees on its payroll. All general labor employees that choose to work at A&E Service Company, LLC must be employed by Elite Staffing effective immediately." On the announcement, workers were asked to check a box accepting or declining the new temporary employment, then sign and date the form.

Temps no longer fit the stereotype of the secretary filling in for a day or two. Jobs categorized as precision production, repair, craftsmanship, operations, fabrications and labor now account for 30.7 percent of all temp jobs, nudging out clerical and administrative support, which represent 29.5 percent of the temporary army.

Peterson calls it "the perma-temping shell game," part of a broader effort by employers to convert sectors of their workforce to temps.

Satisfaction with the arrangement varies. About 83 percent of independent contractors in the Labor Department survey said they were satisfied. By contrast, about 44 percent of temps and 52 percent of contingent workers said they were not satisfied.

The impact of the temp trend on the American middle class can hardly be overstated. As the Federal Reserve Bank of Chicago noted in a paper last year, temporary workers "receive much lower wages than permanent workers, although they frequently perform the same tasks as permanent staff members." An analysis by Harvard University economist Lawrence F. Katz and Princeton University economist Alan B. Krueger found that states with the highest concentration of temps experienced the lowest wage growth of the 1990s.

Toyota executives say they use temporary workers as a buffer, to insulate their full-time staff from the ups and downs of consumer demand. Since it opened in 1988, through two recessions, the Georgetown plant has never laid off an employee, said Daniel Sieger, manager of media relations for Toyota Motor Manufacturing in North America.

Even without layoffs, however, the plant's full-time staff has declined by 706 positions from the 7,787 employees it had in 2000, according to Toyota. Over that time, the temp workforce dipped from 409 in 2000 to 301 in 2002, then rose to 425 late this summer.

Toyota managers say they will try to hire all of their long-term temporaries by the end of the year or in early 2005, after they see how many Toyota workers accept an early retirement package. Forty-seven temps were hired in late September. The management move came after The Washington Post spent a week in Kentucky examining the temporary employment issue at the Georgetown plant. Before September's hires, it had been two years since the plant hired a full-time "team member," Toyota managers said, a period during which the plant shed 240 full-time positions. Temporary employment during that time rose by 124.
....
The use of temporary workers appears to be most pervasive in plants owned by foreign companies, which tend to locate in states where laws make union organizing difficult, said Susan N. Houseman, a researcher at the independent W.E. Upjohn Institute for Employment Research in Kalamazoo, Mich. One Japanese auto parts plant estimated that a 5 percentage point reduction in the share of temps in the workforce would increase total labor costs by $1 million over a year, an Upjohn study found.

At BMW's auto plant near Greenville, S.C., about 175 temporary workers supplement a production workforce of 3,500, keeping the assembly line churning out Z-4 roadsters and X-5 sport utility vehicles for the U.S. and global market through lunch hour and break times, said Robert M. Hitt, a spokesman for BMW Manufacturing.

At Faurecia S.A., a BMW supplier in nearby Fountain Inn, S.C., about a third of the workers making door panels, consoles and dashboards for the Z-4 are temps, said Campbell Manning of Palmetto Staffing Group Inc., the temporary employment agency that staffs the French auto parts supplier.

"They don't hire permanent," she said. "After 90 working days, they used to roll onto the payroll. Now they just kee
p them as long-term temps."

Palmetto Staffing charges Faurecia a flat $12-an-hour for each of its temps. If Faurecia hired its own permanent workers, expenses for workers compensation insurance, unemployment insurance and other demands would add $4 to $5 onto a $9-an-hour wage. Benefits would add more.

For more temporary employment news from node707.com


Registration for Temporary Employment

Temporary Employment Register

The AEC maintains a Register of persons interested in Temporary Employment for electoral events. Employment is in accordance with S35(1)(a)(i) of the Commonwealth Electoral Act 1918 .

Events where the recruitment of temporary employees may be required include Federal Elections, ATSIC Elections, Continuous Roll Update (CRU) events and various miscellaneous activities such as assistance with Industrial and Commercial Ballots and attendance at Citizenship Ceremonies. registration for temporary employment

All persons interested in temporary employment MUST complete an Expression of Interest form to enable their expression to be assessed for placement on the Register for Temporary Employment.

The Register is subject to cyclical reviews at which time fresh Expressions of Interest will be sought.

Expression of Interest forms [PDF 103k] may be downloaded for completion and lodged with the AEC office you want to consider your interest for temporary employment.

Expression of Interest forms must be posted to the AEC office of choice. Use the Electorate Search to find out which Division you are in.

Temporary Employment Categories

Temporary employees may be engaged for short periods of time for specific electoral activities in the following categories:

Office Assistants
Polling Officials
Electoral Roll Review Officers

Temporary Office Assistants
Temporary Office Assistants are engaged on a 'needs' basis to assist permanent staff on specific tasks related to a specific event.

Events include Federal Elections, Continuous Roll Update (CRU) and miscellaneous events such as Industrial Elections and Citizenship Ceremonies.

Due to variations in workloads there are no guarantees as to the nature or duration of the work on a particular day. Temporary Office Assistants will not be required for duty after work on a task is completed.

When a task is completed Temporary Office Assistants may be offered a further period of employment on a new task.

As a general rule Temporary Office Assistants work during normal business hours. However, due to deadlines imposed during an election there may be a requirement to work during evenings and/or weekends and public holidays.

Polling Officials
There are two categories of Polling Officials engaged for Federal Elections - those that are required to work in the period immediately prior to polling day to assist with mobile and pre-poll voting and those that are required to work in a polling place on polling day only.

The Divisional Returning Officer (DRO) determines the hours of duty of mobile and pre-poll voting.

Polling Officials employed on polling day are advised of the hours of duty when an Offer of Employment is made. Duty can commence as early as 7.00am or as late as 5.30pm and staff are required to remain on duty until all work at the polling place is completed.

Electoral Roll Review Officers
Electoral Roll Review Officers (ERROs) are engaged to call on selected residences in specified areas known as 'walks', to establish that the residents are correctly enrolled.

An average workload consists of about 150-300 dwellings taking between 7 and 14 days to complete.

Source from aec.gov.au

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Temporary Employment Benefit

1. Part-time Pay and Benefits

Regular part-time staff are scheduled to work a minimum of 20 hours per week, but not to exceed 30 hours per week, 40 weeks or more per year. Except as specified elsewhere to the contrary, benefits which apply to regular full-time staff do not apply to regular part-time staff. No benefits apply to employees in temporary positions.

a. Pay for non-student temporary employees is covered in Salary Administration.

b. Pay for student temporary employees is coordinated through the offices of Admission & Student Financial Assistance and the Student Employment Office.

c. Pay for all temporary employment classifications, i.e., work study, temporary part-time, summer and temporary full-time, is on an hourly basis and paid bi-weekly for actual hours worked.

d. All temporary employment actions are processed on the appropriate Roster form.

2. Student Employment (Temporary Employment)

a. It is the policy of the University to encourage the employment of students.

b. Full-time students may not work more than 20 hours per week in total at the University when school is in session. They may work up to a maximum of 40 hours weekly when school is not in session.

c. Student employees are always paid on an hourly basis, and paid bi-weekly.

d. A student may not hold more than one on-campus job at a time, unless approved by the offices of Admission & Student Financial Assistance and HRD.

e. Cooperative Education/Student Employment will refer qualified students to fill openings.

f. Supervisors are responsible for monitoring and enforcing the hours worked by students in their departments. (See also Student Employment Supervisory Responsibility.)

3. Work-Study Employment (Temporary Employment)

The College Work-Study Program is a federally funded, part-time employment program for eligible students who are in need of part-time work to meet educational expenses. Interested students should apply through the office of Admission & Student Financial Assistance, which determines eligibility and coordinates employment within the University as well as qualified off-campus agencies.

The Work-Study Program has four steps, listed below.

a. University departments interested in employing work-study students must submit a written request for Work-Study student help with a brief job description, and send it to the Office of Admission and Student Financial Assistance.

b. The job description is listed in a master file. The Work-Study student selects the position desired from this file and arranges an interview with the department requesting the position.

c. Upon hire, the student and supervisor agree on a starting date and work hours.

d. The supervisor then completes the appropriate authorization forms and forwards the documents to the Office of Admission & Student Financial Assistance, which then authorizes Payroll to pay the student.

4. Summer Employment (Temporary Employment)

a. Based upon operational requirements, the priority with respect to summer hiring is:
1. qualified University of Hartford staff subject to summer layoff;
2. University of Hartford students who are recipients of financial aid. Within this priority, Cooperative Education/Student Employment will make a special effort to place students enrolled in the summer term;
3. rehire, contingent upon satisfactory work records, the individual who previously held the position;
4. other University of Hartford students; and
5. others.
b. The employing department should determine rates of pay in conjunction with HRD in advance.

c. The Cooperative Education/Student Employment Office assists with student and other referrals for summer job openings.

For more temporary employment benefit from hartford.edu

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Services for Temporary Employers

We offer a free, ongoing temporary employment service to local and national employers.

We distribute details of part-time and temporary vacancies for current students who are supporting their study in this way. For details click this link
We also provide details of full-time vacancies for those graduating from their courses

Humanities such as English and History service for temporary employers

Visual Arts and Media Studies
UCC students are highly motivated and come with a wide range of vocational knowledge, experience and skills. The subject areas and the approach to study means that our graduates excel in key areas that employers value such as:

Communication skills

Motivation and problem solving

Adaptability and flexibility
By advertising with us your vacancies will be seen by a large number of motivated students. We require that employers abide by our code of practice which sets out the terms for accepting vacancies and methods of working.

Students also look to gain vital experience to complement the knowledge and skills they develop through their study. Let us know if you would be willing to offer any such opportunities to our students. Approaches could involve anything from taking on a student and giving the opportunity for the student to gain a wide range of experience, to allowing a group of students, for example from one of our business courses, to come in and assess and analyse specific problems with the aim of reporting back proposals and potential solutions.

We are also very keen to develop ongoing relationships with employers to inform the content of our courses and to assist our understanding of the labour market. It is vital that we understand the nature of challenges facing employers and are able to help students develop the skills and qualities that employers are looking for in graduates.

To develop our knowledge it is very useful to visit employers and keep up to date with our occupational knowledge and trends in different sectors.

Source from ucc.ac.uk

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