Direct-Hire Temporary Employment
Each university employee must complete employment forms—including the federal W-4 and state NC-4 tax forms, direct-deposit form, Conditions of Employment form, and the Form I-9 Employment Eligibility Verification upon hire.
The following employment documentation must be completed by department and/or Employee at the time of hire:
- Federal Form I-9
All new employees who receive pay through Payroll Services are subject to the University E-Pay Policy and mandatory direct deposit
New temporary employees must submit a pre-printed bank or credit union voided check along with the direct payroll deposit authorization (Form PR -8A or PR-8B) to the University Payroll Department by the end of their first work week. Temporary employees will not receive a paycheck from the University until the appropriate payroll forms have been completed and submitted.
Temporary SHRA employees are eligible to participate in the following benefit programs:
- Tax-sheltered annuity [403(b)]
- North Carolina 457(b) Deferred Compensation Plan
Information about enrollment may be obtained from Benefits Services.
If an individual is employed by the University for more than 30 calendar days, s/he is required to attend the appropriate New Employee Safety Orientation training provided through the University’s Department of Environment, Health & Safety (EHS). Employees working in a lab and/or clinic must attend the first available orientation. If the employee’s duties are in a health care environment, then the employee must provide the University Employee Occupation al Health Clinic (UEOHC) with a copy of his/her immunization records within his/her first 10 days at work. UEOHC will review the records and indicate if the employee will require further immunizations in order to stay in the position.
If an employee’s duties expose his/her to blood borne pathogens or other potentially infectious material, the employee is required to attend the EHS OSHA Blood borne Pathogen training within his/her first 10 days at work and discuss the necessity of a Hepatitis B vaccination with the UEOHC.
All employees must comply with the University’s policy on HIV-infected or Hepatitis B-infected employees engaged in University health care activities, including disclosure to their department head, dean, division chief, Senior Director of Employee & Management Relations, or chair of the University’s AIDS Task Force if they are or become infected with either virus.