Hiring Temporary or Casual Employees
- Temporary Staffing Agencies
- Agency Contact Information and Billing Rates
- Frequently Asked Questions
- Overtime Pay Information
Temporary staff hired through staffing agencies are not paid by the University. The staffing agencies pay the workers and bill the college or unit based on the time reported and approved by the college or unit administrator.
The hourly rate is determined by the skill set, background, and experience required for the job.
Click the agencies below for contact information and billing rates.
Q1: Can temporary or casual appointments be paid as a lump sum?
A1: Lump sums cannot be paid if one of the employee's appointments (primary, temporary, or casual) is classified nonexempt. Lump sums may be paid when both an employee's primary appointment is exempt (from overtime pay) and the temporary or casual appointment is 0007 Exempt.
Q2: Can a person hold more than one temporary or casual appointment in a calendar year?
A2: Yes, if the positions are separate and distinct in nature, as defined in the Provisions and Terms section of this policy under Multiple Temporary or Casual Appointments.
Q3: Can a person be appointed a month at a time repetitively?
A3: Yes, as long as the person doesn't work more than 67 days in a calendar year or more than 14 hours in a week.
Q4: If I hire an exempt employee to do nonexempt work, will it affect their exempt status?
A4: Yes. If an employee is working in an exempt position and the duties of an additional position are nonexempt, the additional appointment must be an hourly (formerly "flexible hourly") appointment and any hours worked over 40 hours a week will be paid at one-and-a-half times the rate of the higher salary.
Q5: What job code should I use for someone who holds an exempt primary University position and an exempt temporary or casual appointment (0007) but then is hired into a nonexempt temporary or casual position?
A5: Use job code 0001 and follow the regulations for hourly pay and overtime.
Q6: Is MSRS deducted from employees in temporary or casual appointments?
A6: No, temporary or casual employees do not have MSRS deductions.
Q7: How do I appoint a person to 0001 and 0007 classifications (job codes)?
A7: Units enter appointment information into the HRMS (PeopleSoft) database. Units are responsible for a) correctly classifying work (0001 = nonexempt, 0007 = exempt), and b) maintaining appropriate documentation to support the appointment and classification of these employees.
Q8: When I appoint a retired University of Minnesota former employee to a temporary or casual position, is anything done differently?
A8: 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.
Q9: What is considered a "full day"? If a temporary/casual employee works five hours in one day, is that considered a full day?
A9: 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:
|Example 1: Hours Worked||8||8||8||8||8|
|Example 2: Hours Worked||4||4||4||4||4|
|Example 3: Hours Worked||8||2||4||5||8|
Q10: Can I hire a student in a temporary or casual appointment?
A10: Yes, you can hire a student in a temporary or casual appointment (job code 0001) 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 can be hired into job codes 2xxx, 9512-13, and 9522-23 by using a Quick Hire Form.
Q11: Can I hire a high school student as a temporary or casual employee?
A11: Yes, if they meet the criteria for hiring students from other institutions and comply with the restrictions under the child labor laws. (Refer to 0001 and 0007 classification descriptions in the Job Classification Search.)
Q12: Can I hire academic employees to do non-academic work as temporary or casual employees?
A12: 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.
Q13: Can I hire someone as a temporary or casual employee to perform academic work?
A13: No. People hired into under job codes 0001 and 0007 must perform non-academic work.
|Overtime Pay Requirements
University Employees with Temporary or Casual Appointment
|Primary Appointment||Temporary or Casual Exempt/Nonexempt Appointment||Overtime Pay Requirement for Hours Worked Over 40 Per Week|
(93xx, 94xx, 95xx, 96xx, 97xx)
|Exempt (0007)||Overtime pay is not required. Units may choose to make lump sum payments or to pay hourly.|
Overtime pay of 1½ times is required for hours worked over 40 hours a week in the secondary temporary or casual appointment. Overtime pay is calculated on the hourly rate of the higher paying appointment (base pay plus any augmentation).
No lump sum payments are permitted.
|Civil Service, Exempt||Exempt (0007)||
Overtime pay is not required.
Units may choose to make lump sum payments or to pay hourly.
Overtime pay of 1 ½ times is required for hours worked exceeding 40 hours a work week of both the primary and secondary temporary or casual appointments combined. Overtime pay is calculated on the hourly rate of the higher paying appointment (base pay plus any augmentation).
No lump sum payments permitted.
Civil Service, Nonexempt
Overtime pay of 1½ times is required for hours worked over 40 hours a week. Overtime pay is calculated on the hourly rate of the higher paying appointment (base pay plus any augmentation).
No lump sum payments permitted.
If primary appointment is nonexempt, the secondary appointment must be 0001 regardless of the nature of the work.
Exempt: Employees primarily performing work that is not subject to overtime provisions of the Fair Labor Standards Act (FLSA). Overtime pay is not required under FLSA; however, the University chooses to pay overtime to exempt Non-V Class employees.
Nonexempt: Employees primarily performing work that is subject to the overtime provisions of the Fair Labor Standards Act (FLSA). Overtime pay is required.