FREQUENTLY ASKED QUESTIONS

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

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

Anytime you are terminating employment of ANY employee, always contact H&FS 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.

Probationary period? Temporary employees serve probationary periods?

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.

How do we handle situations involving discipline with temporary employees?

For matters involving discipline of temporary employees, you must contact H&FS Human Resources. Each situation is unique, therefore involving H&FS HR ensures consistency and fairness in our practices.