Temporary hourly employees are employed at-will and may be terminated at any time without cause or notice for lawful reasons pursuant to the Nevada System of Higher Education, Procedures and Guidelines Manual (Chapter 17, Section 3).
Temporary hourly employees are limited to a maximum of 1,000 hours per fiscal year and must be terminated upon reaching the maximum hours, unless there are exceptional circumstances.
- The hiring unit is responsible for monitoring the total hours worked to remain in compliance with both the Nevada Revised Statutes (NRS) and the Public Employees' Retirement System (PERS) laws and regulations.
- If a temporary hourly employee works more than 1,039 hours in a fiscal year, the hiring unit is responsible for all retroactive retirement contributions to PERS.
- The hiring unit must stop scheduling a temporary hourly employee once they reach 1,000 hours.
- This prohibition includes the subsequent assignment of any such employee to the university through a staffing or placement agency or other third party.
- A hiring unit should not repeatedly hire temporary hourly employees in lieu of filling a vacant position.
The Nevada System of Higher Education Code provisions regarding nepotism apply to all temporary hourly employees. More information is available on Human Resources’ nepotism policy webpage.
Temporary hourly employees may work a defined schedule or intermittently as needed. They are paid on an hourly basis and must record all time worked each day.
Temporary hourly employees are not eligible for university benefits such as paid leave, holiday pay, or additional holiday pay except as described below. Time worked in a temporary hourly position does not count toward seniority, leave accruals, evaluations or status.
Temporary hourly employees must contribute to the FICA Alternative Retirement Plan. They may participate in the voluntary supplemental 403(b) and deferred compensation (457) plans.
- NSHE adheres to the requirements of the Affordable Care Act (ACA). Temporary hourly employees are considered part-time variable hour employees under the ACA.
- Hiring units must accurately record the number of hours the employee is expected to work and are not permitted to alter a full-time equivalency (FTE) to impact eligibility for medical insurance.
- Temporary hourly employees hired to work less than 80 hours per month (49.9% FTE or less), will have their hours worked measured during the first 10 months of employment to determine eligibility for medical benefits for the following 10 months, known as the stability period. Employees will be eligible for medical benefits during the stability period if they work at least 1,300 hours over the 10-month measurement period.
- Temporary hourly employees hired to work 80 or more hours a month (50% FTE or greater) are eligible for medical benefits through the Public Employees Benefits Program (PEBP) on the first of the month concurrent with or following their hire date
Temporary hourly employees must acknowledge the Temporary Hourly Employee Information Sheet upon hire.