Hire & Pay Special Consultants

A special consultant:

  • Performs special assignments of a temporary nature, based on a particular knowledge, ability or expertise.
  • Meets the “exempt” criteria of the Fair Labor Standards Act (FLSA) and is not to be used for non-exempt work; Incumbents in this classification are paid on a daily rate.

A casual worker:

  • Is hired on a temporary, part time, intermittent basis to perform non-bargaining unit work that meets the "non-exempt" criteria of the Fair Labor Standards Act (FLSA).
  • Is intended to perform intermittent work of a limited duration, for example, to proctor an examination or model for an art class. Use of this classification is not intended for temporary appointments that accommodate on-going work schedules.

Identify Staffing Need

Based on the requirements, terms, and conditions of an award agreement, the Principal Investigator/Project Director (PI/PD) should work with their Project Administrator to identify potential staffing needs. Once a staffing need has been identified and it is agreed that the award allowed for the special consultant or casual worker position the PI/PD should contact the appropriate Administrative Manager to obtain guidance on the next steps of the hiring process.

Special Consultant and Casual Worker Application

Staff Oversight & Management

While outside the scope of these procedures, it should be noted that staff oversight should be a high priority for PI/PD. Faculty PIs/PDs cannot serve as appropriate administrators. However, PIs/PDs must be able to confirm that the employee working on the PI's/PD's project have expended effort consistent with the number of hours/days for which the employee is being paid.

All other responsibilities related to staff management (including pay rate increases, reclassification, evaluation, discipline, termination, etc.) should be handled by the employee's appropriate administrator in collaboration with the HR Coordinator for Sponsored Programs.