Human Resources

Some questions have been asked regarding 1585 temporary employees. The following FAQs are intended to provide general guidelines for temporary staff in Residential and Hospitality Services. As always, if there are any specific questions, please contact Denise or Chet.

Q: Can you tell me how I become a temporary employee?

A: Great question. Thank you for submitting the question on our Residential and Hospitality Services HR Web site. If you are currently employed as an on-call employee in the Division of Residential and Hospitality Services please talk with the management staff within your unit and make them aware that you are interested in full time temporary employment. In most Residential and Hospitality Services units the best on-call staff are those promoted to full time temporary employment status if or when the need is justified by business reasons. Please do keep in mind that Residential and Hospitality Services is currently reducing the amount of full time temporary staff working in Residential and Hospitality Services by posting and filling full time regular positions.

Residential and Hospitality Services is only one of the support staff divisions at MSU. To apply for a full time temporary position at MSU you should complete and submit an MSU application and your resume at www.jobs.msu.edu. If you do not have access to a computer to apply to the Web site, there are computers for you to use to do so in room 120 Nisbet Building at MSU HR Staffing Services.

Also, if you need assistance with your resume, please consider enrolling in the Residential and Hospitality Services HR Resume Essentials workshop. Enroll in the workshop by calling Linda Oesterle at 353-7260.

Q: I have a temporary employee who has not met expectations. Do I need HR approval to terminate even though she/he is a temporary?

A: Anytime you are terminating employment of ANY employee, always contact Residential and Hospitality Services Human Resources for approval. This ensures consistency and fairness in the process. Article 10, Section B, Paragraph 37 of the 1585 contract explains the definition of a temporary employee. Be aware that a temporary employee who passes their probationary period “may not be discharged prior to the date certain for termination except for just cause.” Once temporary employees pass their probationary periods, they are entitled to representation in situations involving discipline and discharge.

Q: Probationary period? Temporary employees serve probationary periods?

A: Yes. Article 10, Section A, Paragraph 35 explains the definition of a probationary employee. Full-time employees are “considered probationary employees for their first 1040 hours of work.” Part-time employees are considered probationary for their first 520 hours of work.

This interpretation of the probationary period is often confused with Section B, Paragraph 39 that explains benefits eligibility after 6 months of employment. To differentiate between these two, remember that a probationary period is driven by hours of service, not months of employment.

Q: How do we handle situations involving discipline with temporary employees?

A: For matters involving discipline of temporary employees, you must contact Residential and Hospitality Services Human Resources. Each situation is unique, therefore involving Residential and Hospitality Services HR ensures consistency and fairness in our practices.