Human Resources Manual
| Policy No.: | 2-17 | This policy applies to: | |
| Policy Name: | Temporary Staffing |  |
Non-exempt staff |
| Effective Date: | 08/01/04 | |
Exempt staff |
| Revised: | Faculty | ||
Policy
Temporary employees may be hired to perform special projects, cover for absences of regular employees, or to meet additional workloads. Temporary generally should not exceed six months. Temporary employment may be terminated any time without notice or severance based on funding, workload, performance, etc. Incumbents have no guarantee of employment for the duration of the term.
Although temporary workers aren't entitled to the same benefits, rights and privileges of regular full-time and part-time staff members, they are expected to abide by our policies.
Procedure
Sources of Temporaries
- Loyola Temporary/Occasional Pool
- Other internal or external referrals
- Temporary Agency or “outsourcing”
To initiate a request for a temporary employee, please submit a Requisition for Temporary Employee (Adobe PDF) to the Human Resources department. Human Resources will strive to provide supervisors cost-effective options for hiring temporary personnel. The Human Resources Department maintains a list of individuals interested in performing temporary work at Loyola on an occasional basis called the Loyola Temporary/Occasional Pool. These are individuals who have completed Loyola’s application, been tested for clerical skills where applicable, and whose references have been checked. Whenever possible, HR will attempt to fill a department’s temporary staffing needs with someone from this internal source, or attempt to locate a temporary worker through referrals, recognizing that this is the most economical and reliable solution. When a suitable candidate is not available through these sources, temporary agencies or outsourcing firms may be used to fill the vacancy.
Compensation of Temporaries
Temporary employees appointed to an existing job classification are generally paid at the same pay grade as the existing classification. Pay rates for temporary employees not assigned to existing job classifications are determined by the hiring department in consultation with Human Resources. Temporary employees will receive only those employment benefits required by law.
- When an employee is expected to be out (or is actually out) for more than 20 consecutive working days (4 weeks), Human Resources will pay for a temorary replacment if one is needed as long as the department is paying the employee’s sick leave. Once the employee’s sick leave is exhausted, the department will pay for a temporary replacement if one is needed. If the employee receives Extended Sick Leave, Human Resources will pay for the Extended Sick Leave and the department will pay for a temporary replacement if one is needed.
- The hiring department will pay the temporary employee’s salary requested as a result of additional workload, an unfilled opening or to cover for vacation leave of a staff member.
