Boston University defines a Temporary Employee as an individual who works in either a part-time or full-time position with an assignment lasting less than nine months.
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 many of the University’s benefit plans.
Temporary Employees are eligible to participate in the Boston University Retirement Plan and the Supplemental Retirement & Savings Plan provided they meet the eligibility requirements as outlined in the Faculty & Staff Benefits Handbook.
The University can only employ a Temporary Employee for less than nine months. If there is a need to employ a Temporary Employee for a period of nine 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; positions can be created or maintained on BUworks Central via 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, the department can hire an individual to fill the temporary position on BUworks Central via the Manager Self-Service (MSS) tab.
Once an individual has been selected to fill a temporary position, the department must notify Human Resources 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 with respect to eligibility for overtime pay under the Fair Labor Standards Act.