Note: These steps have been updated to reflect the new Workday Recruiting process.
The following policy applies to hiring of Temporary Employees:
All Temporary Employees are hired by departments directly in Workday.
Information on how to add a Temporary Employee in Workday can be found in “How to Process a Hire – Adjuncts, Student Workers and Temporary Employees” within the Hiring: Adjuncts, Student Workers and Temporary Employees section of the Workday Resources page.
In the event you need Human Resources to advertise/post a Temporary opening, the Create Job Requisition for an Adjunct/Temporary Worker process should be used. A new position should not be created for this type of opening. Prior to initiating this process, verify that funding is available for the opening by contacting the Office of Budget and Planning.
In the event you need to revise the employment terms for a Temporary Employee, please review these Workday Process documents:
When determining whether to classify an individual as an Employee or Independent Contractor, there are six factors that should be considered:
- The individual’s right to control the manner in which the work is performed
- The individual’s opportunity for profit or loss depending upon his or her managerial skill
- The individual’s investment in equipment or materials required for the task, or the employment of helpers
- Whether the service rendered requires a special skill
- The degree of permanence of the working relationship
- Whether the service rendered is an integral part of the organization’s business
Each of these factors must be considered, and no one factor is determinative. The goal is to determine whether the individual is economically dependent on the employer, and therefore an Employee, or is really in business for him or herself, and therefore an Independent Contractor.
If you have questions as to whether an individual meets the criteria of an Independent Contractor, please email email@example.com.