Temporary Employees are paid only for time worked, and by definition are not eligible to receive University benefits other than statutory benefits such as worker’s compensation and unemployment compensation. Temporary Employees are not eligible for paid time off, holiday or intersession pay, or participation in the University’s various benefit plans.
Temporary Employees are eligible to participate in the Boston University Retirement Plan and the Supplemental Retirement and Savings Plan provided they meet the eligibility requirements for these plans as outlined in the Faculty and Staff Benefits Handbook.
The University can only employ a Temporary Employee for a duration of less than 9 months. If there is a need to employ a Temporary Employee for a period of 9 months or more, the employee needs to be hired into a regular full- or part-time University position within the department.
All temporary positions must have a position description in Organizational Management before an individual is hired. Departments need to create or maintain a position through the BUworks Central portal by selecting the Manager Self Service (MSS) tab. A recommended Salary Structure for Temporary Employees has been provided.
Once a position is created or maintained within SAP then the department can hire the individual to fill the temporary position in SAP through the BUworks Central portal by selecting the Manager Self Service (MSS) tab.
Once an individual has been selected to fill a temporary position, the department is responsible for notifying HR prior to the employee’s start date so that HR Onboarding can notify the employee of the Form I-9 completion procedure.
Exempt and Non-Exempt
Temporary positions may be either exempt or non-exempt. Positions are classified as either “exempt” or “non-exempt” with respect to eligibility for overtime pay under the Fair Labor Standards Act (FLSA).