HR - Maintain Workforce - Seasonal Employees
This document describes the definition of a seasonal worker, where to indicate the duration of the seasonal employment period, and how to place the seasonal worker on unpaid leave.
Seasonal is when an employee’s work schedule is recurring, e.g., works every first semester during registration, agricultural/farm workers, nurses in student health centers, etc. Payments reflect the period of time (number of months) and FTE worked.
Seasonal status will apply to any University Staff Ongoing (classified permanent), University Staff Project - FT Finite (classified project), University Staff Temporary Employment (TE) (Classified LTE), academic staff, limited position with a recurring operational unpaid leave of absence. While on the leave of absence, the employee is still considered an Active employee, just not in pay status. This does NOT include C-Basis academic staff or faculty.
A University Staff (classified) member who is hired to work in the agricultural area. The operational need is for the work to be performed during the active season of March – November. For the months of December – February the employee does not work and is placed on an unpaid seasonal leave of absence. All rights associated with being a permanent employee continue during the leave of absence.
An academic staff member hired to work in Antarctica. The employee works full time for 10 months of the year and leaves “the ice” for two months and does not work during that time. The employee is placed on an unpaid seasonal leave of absence during the two month break. All benefits associated with being a permanent employee continue during the leave of absence.
An athletic coach (Limited appointment) is hired to work 11 months of the year. One month of the year they are removed from payroll and placed on an unpaid seasonal leave of absence. All benefits associated with being a permanent employee continue during the leave of absence.
- Create a Job for Seasonal employment
- Offer letter
- Pre Pay (formerly May Multiples) process
- Leave of Absence/seasonal worker
- Return from Leave/Return from Leave
- Seasonal Status MUST be identified at the time of recruitment.
- Changes to an individual’s appointment from Permanent (100%) to Seasonal, would need to be handled through the appropriate personnel office.
- This does NOT include C-Basis academic staff or faculty.
To perform this procedure, please follow these steps:
- In HRS, Seasonal employees will be hired with standard hours and an FTE appropriate to the hours worked while in pay status. (NOTE: The employee's FTE should not be adjusted so that he/she will remain in active pay status during months they are not technically working).
In order to capture the recurring seasonal leave of absence as well as the overall annual FTE reduction, the appointment will have a selection chosen from the Seasonal Indicator drop-down menu. The drop down menu contains the following values:
- Not Applicable
- 5 Month
- 6 Month
- 7 Month
- 8 Month
- 9 Month
- 10 Month
- 11 Month
When entering the job data on the Job Information tab select from the drop down menu the appropriate value that represents the amount of time the individual will be in pay status.
- To place the employee on their Seasonal Short Work Break the designated HR/Payroll individual will go into HRS add am effective dated row and select the Action of Short Work Break. The Payroll Status of "Leave of Absence" in HRS indicates that the individual will not be paid. An Expected Return Date may be entered (See the highlighted field below.)
- To return the employee from the leave, enter an action of Return from Short Work Break and a reason of End Seasonal Break.
- It the employee is not returning on this date and the date is in the future, delete the row with the Return from Short Work Break and Save.
- Enter a new row with the new date using the Action and reason as shown in step 5.
|Warning!||NOTE: Seasonal Status MUST be identified when a position is recruited for. Changes to an individual’s appointment from Permanent (100%) to Seasonal, would need to be handled through the appropriate personnel office.|