Ò°»¨ÉçÇø

Policy Name:  Contract Employee Guidelines
Policy ID Number: 03-04-009
Version Effective Date: October 12, 2012
Last reviewed on: January 1, 2019
Applies To:  Staff
Responsible Office:  Human Resources
 

INTRODUCTION AND STATEMENT OF PURPOSE
This policy is being established to ensure proper procedures for those workers who enter into a contingency agreement with Ò°»¨ÉçÇø (Ò°»¨ÉçÇø). These professionals will typically negotiate a contingency agreement and can be paid hourly or per project. This policy will also apply to current employees who may be given additional duties that need to be compensated outside of established criteria.

POLICY
Scope
This policy will apply to all contingent workers who enter into a contingency agreement with the university. Before a contingency agreement is entered into, the appropriate department should ensure that the work is essential, the work assignment cannot be performed by regular employees, or the work assignment is prudently assigned to these personnel. Before a contingency agreement is entered into, efforts should be made to allocate the work among existing resources.

Payment of contingent workers must coincide with the scope of the assignment. Payment must be distributed for the duration of the assignment. This allows for contingent workers to be paid as they work. It protects Ò°»¨ÉçÇø and the worker if for any reason the agreement terminates earlier than the agreed upon date.

The service of a contingent worker may be discontinued by the supervisor/manager at any time. Contingent hires who are paid on an hourly basis are eligible for sick time (see Sick Leave Policy for Temporary, Hourly, Contract and Student Employees). They are not eligible for other fringe benefits (vacation, paid holidays, comp time, etc.), salary increases, reclassification, and parking or for shift differential pay. Contingent hires who are paid per project are not eligible for fringe benefits (sick leave, vacation, paid holidays, comp time, etc.), salary increases, reclassification, and parking or for shift differential pay.

Background checks are mandatory for all new contingent hires who perform work for Ò°»¨ÉçÇø on a regular or routine basis.

Contingent workers are not granted preferential treatment based on their employment with Ò°»¨ÉçÇø, if they choose to apply for a permanent position.

Contingent workers shall be provided rest periods and non-paid lunch breaks as required by law.

Departmental Management of Contingency Agreements 
Contingent workers are to be treated in accordance with Ò°»¨ÉçÇø values and are expected to comply with all Ò°»¨ÉçÇø policies which apply to employees on Ò°»¨ÉçÇø premises. Each supervisor/manager must establish guidelines regarding the contingent worker’s conduct, performance standards/evaluations, procedures for collecting time cards, etc. as long as guidelines are reasonable and do not conflict with university policies.

DATE TO INITIATE REVIEW AND UPDATE
As deemed necessary or appropriate by the Policy Coordinator but at a minimum, at least every 5 years from the date of last review.