Temporary UPS Hires Frequently Asked Questions

• A UPS Temporary Worker is an employee hired through the university processes to perform work over a limited time to fill a short-term need within a unit. Employment may not exceed 999 hours or 12 months whichever occurs first; or may end earlier if the assignment ends.
• A UPS Intermittent Temporary Worker is an employee hired through the university and serves a role which may be seasonal or intermittent for specific time periods but is ongoing. Employees may not exceed 999 hours worked to remain in this status.

Human Resources will work with the supervisor to review the position description, duration and predictability of the work to make the determination. Ongoing roles (regardless of the number of hours worked per week) represent long-term organizational needs and would not meet the UPS Intermittent Temporary Worker designation.

Human Resources is reviewing all existing UPS Temporary Worker appointments and will contact the unit/supervisor via email to review all active UPS Temporary Worker positions. If it is determined a temporary position meets the description of a UPS Intermittent Temporary Worker, existing UPS Temporary Workers will be reassigned to the Intermittent Temporary Worker job code. If it is determined that the temporary employees should remain as a UPS Temporary Worker, the employee appointment will not change, and they will be limited to the 999 hours or 12-month limit. This change will not impact the way the employee reports time worked or existing work schedule. 

For existing UPS Temporary Workers, employees will begin a 12-month clock beginning 7/1/26, but hours worked will be counted from the start of the calendar year. If the person exceeds 999 before the end of the calendar year (January 1 – December 15, 2026), they may not continue in a temporary capacity. If the hours are not an issue, they will have up to a full 12-month period (June 30, 2027), unless the work ends earlier. 

No. Units which need temporary support, and have unit approval and funding, may also utilize a third-party temporary agency for support services if desired or needed. Units are to use agencies that have established contracts with the State of Kansas or the University of Kansas. Third party temporary workers are not KU employees and will not receive immediate access to KU resources or be managed/paid through the University. Employee rates and terms are negotiated with the third-party agency for the type of work being performed, length of assignment and the necessary credentials required.

It is ultimately the supervisor’s responsibility to track hours worked, the appointment length, and progress of the work. Human Resources will notify supervisors and employees when the employee reaches 750 hours of reported time. 

It is ultimately the supervisor's responsibility to monitor the 12-month time limit. Human Resources will provide a 30-day notification prior to the 12-month end date to supervisors and employees. The employee’s temporary position will be terminated at the end of the 12-month period. Units are responsible for all applicable off-boarding activities at the department level. Departure resources can be found here.

Information on possible benefits for KU temporary employees can be found here.

The State of Kansas does not allow an employee to hold a regular and temporary employment concurrently.