SHRA Direct Hire Temporary Hiring, Benefits Eligibility & Termination
The federal Jobs for Veterans Act regulations require most temporary positions to be posted publicly before they can be filled. The intent of the Act is to make it easier for veterans to find jobs when they leave military service – an outcome the University fully supports. This amendment to the Vietnam Era Veterans’ Readjustment Assistance Act requires government contractors to list job openings using an appropriate public posting method. This includes all positions except:
- Executive and top management positions,
- Positions that will be filled from within the University, or
- Positions lasting three days or less,
For more information on positions exempt from posting, please refer to the Temporary Position Posting FAQs.
To initiate a temporary posting for a direct hire temporary, departments may log into ConnectCarolina to access the PeopleAdmin recruitment system.
If a department wishes to pursue external advertising of a temporary position in addition to the UNC Job Board through the People Admin recruitment system, please contact the Direct Hire Temporary Coordinator in Employment & Staffing.
Applicants are required to complete applications in order to apply for direct hire temporary positions posted in the University’s PeopleAdmin recruitment system. As part of creating a new direct hire temporary-SHRA posting, the Department will decide which application form(s) they are willing to accept from applicants. Departments will have the option to select from the SHRA Application or SHRA Application (Short Form) – Quick Apply.
The standard SHRA Application contains specific sections for Education, Experience, and Additional Information, whereas the SHRA Application (Short Form) does not. If the department selects the SHRA Application (Short Form), OHR strongly recommends that the department require a resume in order to obtain education and experience details consistent with the posting requirements.
Interviews of applicants for temporary appointments are not subject to the guidelines for interviews established for SHRA permanent employment. Although it is not required, OHR encourages departments to interview a minimum of three qualified candidates for a temporary position. OHR and EEO do not routinely monitor how many interviews are conducted when a department makes a temporary hire.
That said, departments need to remain fair, consistent, and non-discriminatory with their selection processes. And, in the event a claim or audit occurs, the hiring manager must be able to explain and justify their selection to appropriate University officials and/or external investigators.
Relatives (as defined below) of current employees (permanent or temporary) may not be employed within the same department without review by and notice to Employment & Staffing. If relatives are considered for employment, it is necessary for the department head to certify that such action will not result in one family member supervising another member of the immediate family. No family member may occupy a position which has influence over another employee’s employment, transfer or promotion, salary administration, or other related management or personnel consideration.
Relatives are as follows: wife, husband, mother, father, brother, sister, son, daughter, grandmother, grandfather, grandson, granddaughter, and step-, half-, and in-law relations of this same list. Employment restrictions might also include others living within the employee’s household or otherwise so closely identified with the employee as to suggest the potential for difficulty in the employment relationship. Relatives (or other closely affiliated persons) of current employees are not given preference in employment.
It is the responsibility of the hiring department to verify and ensure that this policy on employment of relatives is followed, complete an Employment of Related Persons Certificate and send the completed form to the Employment & Staffing at the time of hire.
Temporary employees are permitted to work in a teleworking arrangement. See the full Flexible Work Arrangements policy page for additional information.
The following employment documentation must be completed by department and/or Employee at the time of hire:
- Conditions of Employment for Regular Temporary Employees
- Conditions of Employment for Intermittent Temporary Employees
The Conditions of Employment (COE) describes the terms and conditions of one’s employment at the University and must be signed by every SHRA permanent and temporary employee at the time of hire. For additional information, see the Conditions of Employment for regular and intermittent temporaries in the Form Finder section of the HR website.
All U.S. employers are responsible for completion and retention of Form I -9 and completion of an E – Verify employment eligibility verification for each individual hired for employment in the United States, including citizens and noncitizens. The employer must verify the employment eligibility and identity documents presented by the employee and record the document information on the Federal Form I -9. Section One of the Form I -9 must be completed by the employee on or before the date employment begins. Section Two of the Form must be completed by a designated departmental HR representative within three days of the date employment begins.
Departments (usually HR Facilitators) are primarily responsible for completing Form I -9s for EHRA faculty/non-faculty and EHRA/SHRA direct-hire temporary staff, submitting Form I-9 information via Lawlogix, complying with stated deadlines and conducting periodic self -audits. For additional information, policies and procedures, see Employment Eligibility Verification and Form I-9 – Information for Departments.
All new employees are required to complete federal and state tax withholding forms at the time of hire. Forms and additional information can be found in Payroll Forms in the Form Finder section of the HR website.
All new employees who receive pay through Payroll Services are subject to the University E -Pay Policy and mandatory direct deposit. The Employee Direct Deposit policy can be found on the University Controller website. The direct deposit form and additional information can be found in Payroll Forms in the Form Finder section of the HR website.
Departments must complete the hiring process in the Human Resources Information System (HRIS). OHR recommends that the hiring process be completed prior to employment.
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.
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 & Leave Administration.
Temporary SHRA employees are not eligible to participate in any paid leave or paid time off programs, nor do they receive paid holidays.
Under very limited conditions, temporary employees may be eligible for Family and Medical Leave. See the Family and Medical Leave Policy for more information.
Temporary SHRA employees may be terminated at any time without prior notice or additional compensation. In addition, they are not eligible for layoff priority employment or severance pay.
If you have questions about this policy, contact the Talent Acquisition Partner in Employment & Staffing assigned to work with your department.
If you have questions about temporary postings, refer to the Temporary Position Posting FAQs or contact the Direct Hire Temporary Coordinator in Employment & Staffing.new.unc.edu/temps