[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-seo-194583-105":3,"detail-sidebar-cat-1-en-105":81,"doc-detail-194583-en":127},{"code":4,"msg":5,"data":6},0,"ok",{"site_id":7,"language":8,"slug":9,"title":10,"keywords":11,"description":12,"schema_data":13,"social_meta":74,"head_meta":76,"extra_data":78,"updated_unix":80},105,"en","temporary-employment-policy-updated-september-18-2025-effective","Temporary Employment Policy - Updated September 18, 2025 - Effective","","Temporary Employment Policy effective September 18, 2025 defines eligibility categories and exception handling for state temporary positions, including verification and the start/end points tied to statutory requirements. The policy updates prior sections to reflect changes in law, clarifies how Temporary Solutions operations work, and distinguishes temporary employees from independent contractors. It adds sections on transitioning to permanent roles, employee-versus-contractor determinations, employment counting for the 11-month limit, hiring methods, responsibilities, and mandatory separation requirements, while reorganizing benefits ineligibility and removing superseded material.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/letters/","Letters",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/temporary-employment-policy-updated-september-18-2025-effective/194583/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/temporary-employment-policy-updated-september-18-2025-effective/194583.png","ImageObject",442,249,{"name":42,"@type":43},"Maya Linwood","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-07","2026-09-03",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",10,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What is the effective date of the updated policy, and what does it aim to accomplish?","Question",{"text":63,"@type":64},"The policy is updated and effective September 18, 2025. It reflects legal changes, clarifies Temporary Solutions operations, and explains correct classification of temporary employees versus independent contractors.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"Which exception categories are listed, and how are they verified?",{"text":68,"@type":64},"The document lists exceptions such as Retired, Full-Time Student, Intern, Extern, and Inmate. Each category specifies a verification method and defines when the exception begins and ends.",{"name":70,"@type":61,"acceptedAnswer":71},"What new sections were added in the September 18, 2025 update?",{"text":72,"@type":64},"The update adds sections on opportunities to transition to a permanent role, determining whether someone is an employee or independent contractor (including a three-factor test summary), and how to determine when a temporary is considered employed, including the counting procedure related to the 11-month limit.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},194583,1788440420,{"code":4,"msg":82,"data":83},"success",[84,89,94,99,104,109,114,118,123],{"id":85,"doc_module":22,"doc_module_name":25,"category_name":86,"show_sort_weight":87,"slug":88},11,"Presentations",90,"presentations",{"id":90,"doc_module":22,"doc_module_name":25,"category_name":91,"show_sort_weight":92,"slug":93},12,"Resumes",80,"resumes",{"id":95,"doc_module":22,"doc_module_name":25,"category_name":96,"show_sort_weight":97,"slug":98},14,"Invoices",70,"invoices",{"id":100,"doc_module":22,"doc_module_name":25,"category_name":101,"show_sort_weight":102,"slug":103},15,"Posters",60,"posters",{"id":105,"doc_module":22,"doc_module_name":25,"category_name":106,"show_sort_weight":107,"slug":108},16,"Social Media",50,"social-media",{"id":110,"doc_module":22,"doc_module_name":25,"category_name":111,"show_sort_weight":112,"slug":113},17,"Forms",40,"forms",{"id":115,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":116,"slug":117},18,30,"letters",{"id":119,"doc_module":22,"doc_module_name":25,"category_name":120,"show_sort_weight":121,"slug":122},21,"Paper Templates",5,"papers-templates",{"id":124,"doc_module":22,"doc_module_name":25,"category_name":125,"show_sort_weight":4,"slug":126},158,"General","general-158",{"code":4,"msg":82,"data":128},{"doc_id":79,"user_id":129,"nickname":42,"user_avatar":130,"doc_module":22,"category_id":115,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":85,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":80,"read_time":33},962084928432,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","| Exception Reason | Verification Method | Exception Begins | Exception Ends |\n| --- | --- | --- | --- |\n| Retired | Employee provides a written statement stating that they are receiving a | When the written statement is received | Separation, or when the employee becomes ineligible |\n\n\n|  | retirement income and that they are not available for or seeking permanent employment with the state | by the HR Representative | based on the statutory requirements for exemption status asa retiree |\n| --- | --- | --- | --- |\n| Full-Time Student | Employee provides a course schedule from an academic institution showing enrollment of at least 12 credit hours for undergraduates or nine hours for graduate students | When the course schedule is received and validated by the HR Representative | Separation, or at the end of the quarter or semester that the employee is a fulltime student 3 |\n| Intern | Employee provides proof of enrollment as a student for a period of at least one academic semester | Date determined by the sponsoring agency that is within the period that the employee has exemption status asan intern | Separation, or when the employee is no longer enrolled as a student or when the internship ends, whichever comes first4 |\n| Extern | Sponsoring agency and academic institution enter into a written agreement which includes identifying the employee as a student earning course credit through the externship | Date established in the executed written agreement | Separation, or when the employee is no longer enrolled as a student or when the externship ends, whichever comes first |\n| Inmate | Confirmation by NC DAC | Date that the employee’s status is verified | Separation, or when the employee is no longer on a workrelease program |\n\n\n| Date | Version |\n| --- | --- |\n| October 2016 | • With the authority granted by 2013 NC Executive Order \\#4 “Temporary Employment Services” the Cabinet Agencies were required to utilize the NC Office of State Human Resources (OSHR), through Temporary Solutions to secure temporary employees. House Bill 97 further established that all State agencies which utilize temporary employees to perform work, excluding Information Technology related work, shall employ all temporary employees through OSHR, Temporary Solutions. |\n| February 4, 2021 | • Policy reviewed by Business Operations: Temporary Solutions Division to confirm alignment with current practices and by Legal, Commission, and Policy Division to confirm alignment with statutory, rule(s), and other policies , including the Communicable Disease policy. This policy is being revised to update and clarify employment requirements for state government temporary positions and employees and format so consistent with policy review formatting. |\n| September 18, 2025 | Updated policy to reflect changes in law, more clearly describe Temporary Solutions operations, and discuss proper classification of temporary employees compared to independent contractors. Details follow.\u003Cbr>• Removed former Section 2, on the use of short-term IT staffing through DIT, since this material is better covered in DIT procedures. IT staffing is subject to an exception |\n\n\n|  | from the Temporary Solutions statute. (See N.C.G.S. § 126-6.3(a) , first sentence. )\u003Cbr>• Added a new Section 2, entitled “Opportunities to Transition to a Permanent Role,” that highlights the opportunity for streamlined temp-to-perm hiring created by new N.C. G.S. § 126-6.4. This new statute became law on July 1, 2025, as part of Session Law 2025-34.\u003Cbr>• Added a new Section 3, entitled “Determining Employee vs. Independent Contractor” that provides a brief summary of the IRS three-factor test for whether someone is an employee or an independent contractor.\u003Cbr>• Added a new Section 4, entitled “When a Temporary is Considered to be Employed.” The counting procedure is important for the 11-month limit established in N.C. G.S. § 126-6.3.\u003Cbr>• Added a new Section 5, entitled “Methods of Employing Temporaries,” which e","cbCaij5lTLFBkawd","https://ap.wps.com/l/cbCaij5lTLFBkawd","pdf",215264,"English","# Exceptions and Verification\n## Retired\n## Full-Time Student\n## Intern\n## Extern\n## Inmate\n# Policy Update Timeline and Changes\n## October 2016\n## February 4, 2021\n## September 18, 2025 Updates\n# New and Revised Policy Sections\n## Opportunities to Transition to a Permanent Role\n## Determining Employee vs. Independent Contractor\n## When a Temporary is Considered to be Employed\n## Methods of Employing Temporaries\n## Responsibilities and Renumbered Sections\n## Temporary Employees Ineligible for Benefits\n## Mandatory Separation Requirement\n## Removal of External Temporary Staffing Vendors","[{\"question\":\"What is the effective date of the updated policy, and what does it aim to accomplish?\",\"answer\":\"The policy is updated and effective September 18, 2025. It reflects legal changes, clarifies Temporary Solutions operations, and explains correct classification of temporary employees versus independent contractors.\"},{\"question\":\"Which exception categories are listed, and how are they verified?\",\"answer\":\"The document lists exceptions such as Retired, Full-Time Student, Intern, Extern, and Inmate. Each category specifies a verification method and defines when the exception begins and ends.\"},{\"question\":\"What new sections were added in the September 18, 2025 update?\",\"answer\":\"The update adds sections on opportunities to transition to a permanent role, determining whether someone is an employee or independent contractor (including a three-factor test summary), and how to determine when a temporary is considered employed, including the counting procedure related to the 11-month limit.\"}]","Temporary Employment Policy - Updated September 18, 2025 - Effective | PDF"]