Temporary Hourly Employees

Types of Temporary Hourly Employees

The university may hire temporary hourly employees to meet short-term needs such as:

  • For a project, event, or contingency basis.
  • To substitute for employees on extended and approved leave of absence.
  • When workload exceeds the ability of regular staff to accomplish in a timely manner.

Employment Terms and Guidelines

A department, school, or unit may recommend hiring temporary hourly employees to fill short-term employment needs.

Temporary hourly employees are employed at-will and may be terminated at any time without cause or notice for lawful reasons pursuant to Nevada System of Higher Education, Procedures and Guidelines Manual (Chapter 17, Section 3).

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 must contribute to the FICA Alternative Retirement Plan. They may participate in the voluntary supplemental 403(b) and deferred compensation (457) plans, but are otherwise not eligible for any university benefits.

Temporary hourly employees must not work more than 1,039 hours in a fiscal year that runs from July 1 - June 30:

  • It is university procedure to terminate a temporary hourly employee once he or she reaches 1,000 hours worked, unless there are exceptional circumstances.
  • The employing department, school, or 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.
  • The employing department, school, or 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. An employing department, school, or unit shall not repeatedly hire temporary hourly employees in lieu of filling a vacant position.

If a temporary hourly employee somehow works more than 1,039 hours within the fiscal year, the department, school or unit and employee are responsible for making retroactive retirement contributions to PERS.

Departments who would like to hire a temporary employee must follow the Temporary Hourly Employee Directive set forth by Business Affairs.


If you have any questions, please contact your unit’s salary administration analyst.

Title IX

UNLV does not discriminate in its employment practices or in its educational programs or activities, including admissions, on the basis of sex/gender pursuant to Title IX, or on the basis of age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, color or religion pursuant to Title 4, Chapter 8, Section 13 of the NSHE Handbook.

Reports of discriminatory misconduct, questions regarding Title IX, and/or concerns about noncompliance with Title IX or any other anti-discrimination laws or policies should be directed to UNLV’s Title IX Coordinator Michelle Sposito. The Title IX Coordinator can be reached through the online reporting form, by email at titleixcoordinator@unlv.edu, by phone at 702-895-4055, by mail at 4505 S. Maryland Parkway, Box 451062, Las Vegas, NV, 89154-1062, or in person at Frank and Estella Beam Hall (BEH), Room 555.