Temporary and Casual Employee Pay Practices

Yes. The report can be found on the Temporary/Casual Assignment Analysis dashboard.

No. Lump sums cannot be paid for job codes 0005, 0006, 0008, or 0009. Payment requires an hourly rate, and those hours must be submitted via a time sheet for job codes 0005 and 0006. For those in job code 0008 and 0009 who are set up as exception hourly, standard hours must be identified.

Yes, if they are distinct positions. If positions are in separate units, please contact your local HR department to discuss details of your appointments.

Yes, if the person does not work more than 67 days in a calendar year or more than 14 hours in a week.

Possibly. If an employee is working in an exempt position and the duties of an additional position are nonexempt and comprise 50% or more of the employee’s combined duties across all appointments, the employee’s FLSA status would need to be nonexempt for all appointments and overtime rules apply.  If the nonexempt duties do not make up at least 50% of the overall duties across all appointments, the exempt primary appointment may remain exempt.

Use job code 0005 for Casual Nonexempt or 0006 for Temporary Nonexempt and follow the regulations for hourly pay and overtime.

Generally, casual positions should be classified as nonexempt.  In the rare circumstance that someone earns at least the FLSA weekly salary threshold for exempt status and the duties of the casual position are exempt in nature, and the employee will be working the same number of hours each week, use job code 0009 (casual exempt).  This is the only circumstance in which this job code is appropriate.

No, temporary or casual employees do not have MSRS deductions.

Units enter appointment information into the HRMS (PeopleSoft) database. Units are responsible for: 

• correctly classifying work (0005-Casual Nonexempt, 0006-Temporary Nonexempt, 0008-Temporary Exempt, or 0009-Casual Exempt), and 
• maintaining appropriate documentation to support the appointment and classification of these employees.

Units enter appointment information into the HRMS (PeopleSoft) database as specified in the previous Q&A. The only difference is that the appointment type must be R - Retired so that the appointee's retirement benefits will not be adversely affected.

No. To be considered casual, worked hours may not exceed 14 in any given week.

For a temporary or casual appointment, a day is one workday, no matter how many hours a person works that day. So, in each of the following workweek examples, the employee worked five days:

Yes, you can hire an undergraduate student in a temporary or casual appointment only if the student does not meet registration eligibility to hold a student worker position. Both the student and the department will be charged Social Security tax. A student who meets registration eligibility should be hired into job codes 2xxx. A Quick Hire Form may be used.

I suggest adding "undergraduate" before student.  Remove job codes 9512-13, and 9522-23 - they have been inactive since 2018 and  change "by using a Quick Hire Form" to "a Quick Hire Form may be used"

Yes, if they meet the criteria for hiring students from other institutions and comply with the restrictions under the child labor laws.

Yes. Units must enter the appointment information into the HRMS database. If the duties being performed on the additional position are nonexempt, the additional appointment must be hourly, and any hours worked over 40 hours a week will be paid at one-and-a-half times the rate of the higher salary.

Yes. People hired under temporary or casual job codes may perform academic work.

Alternatively, an Academic Temp/Casual appointment, which is a special appointment for academic work, may be used if the appointment meets one of the following criteria: 

• An additional assignment to teach courses outside a primary appointment
• An academic appointment less than nine months in length
• A student leader (job code 2009) appointment