Flexible staffing
The need has an end date.The arrangement should too.
Leave coverage, a summer program, an enrollment surge, a vacancy while a search runs, or a role that is genuinely twelve hours a week. Somebody other than your organization employs or engages the person, and which somebody depends on the actual working relationship.
What this covers
Five shapes, one set of questions underneath.
- Temporary cover for leave, illness or a vacancy while a search runs
- Seasonal capacity for summer programming and enrollment periods
- Contract or project work with a defined deliverable and an end
- Part-time or fractional capacity when the role is not a full-time role
- On-demand people for defined needs, subject to who is genuinely available
Where we are strict
Classification follows the work, not the budget.
Nobody is labeled an independent contractor because it suits a budget line. How somebody is engaged follows the actual working relationship and the law that applies to it, and we will say so even when it is the more expensive answer. A misclassification found later costs a school far more than the difference.
The questions this turns on
Who directs the work is the one that decides it.
Almost every classification argument comes down to control. Who sets the hours, who directs the method, whose equipment and systems are used, whether the person can send somebody else, and whether the relationship looks like employment when you describe it to a stranger.
We work through those before an arrangement is proposed, because getting it wrong is not a paperwork error. It is a liability that surfaces months later and lands on the school.
Tell us what the gap is and how long it lasts.
The model, the classification and the fee come to you in writing before anybody is engaged.