Temporary Staffing

Policy

Temporary employees may be hired to perform special projects, cover for absences of regular employees, or to meet additional workloads. Temporary assignments 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 are not entitled to the same benefits, rights and privileges of regular full-time and part-time staff members, they are expected to abide by university policies.

Procedure

Sources of Temporary Employees

• Loyola Temporary Pool Applicants
• Other internal or external referrals
• Temporary Agency or “outsourcing”

To initiate a request for a temporary employee, please submit an approved Requisition for Temporary Employee 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 Applicant Pool. Whenever possible, HR will attempt to help 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 Temporary Employees

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.