CWU employs temporary employees to meet short-term and intermittent workload needs.
Temporary/Hourly appointments may not exceed 1,050 hours in a twelve consecutive month period from the original date of hire.
|REMINDER: Temporary/Hourly employees may not begin work until the background check and required paperwork is complete!|
|To ensure compliance with federal laws, consult with the|
Talent Acquisition Team (TAT) BEFORE offering your position.
The hiring supervisor has the responsibility to ensure that all requirements are met before a temporary/hourly employee begins working.
If the temporary work is similar to work performed by a represented classified cyclic employee who is on a period of cyclic leave, the temporary work should first be offered to the classified employee.
Due to the short-term or intermittent nature of the work, temporary/hourly employees are generally not eligible for insurance coverage. Eligibility is based on working an average of eighty hours per month for more than six months*. If it is anticipated that eligibility will be met at the onset of the position, benefit enrollment must occur at that time. Human Resources monitors hours worked. Under Washington State law, employees cannot be misclassified to avoid paying benefits. *Please note that eligibility is based on calendar months, not 30-day periods, and averaging will not include a month with less than 8 hours.
Generally, if a student is taking less than 6 credit hours for undergraduate or 5 credit hours for graduate, the individual is hired as a Temporary/Hourly employee. If you have a student employee who will be hired as a temp, you must end the student assignment in Manager Self Service before the temporary hourly assignment begins.
An Employee Assistance Program Professional will be on campus. Wednesday, June 22 (8 am - 5 pm)ContaFinancial Wellness Week 2016 In April
HR is hosting Financial Wellness Week 2016, April 18 - 20. Workshops will be presented by representa