PURPOSE

The University of Regina is committed to Employment Equity and ensuring that equity groups are represented at all occupational levels. As such, the University is committed to identifying systemic conditions that may cause a disadvantage to the employment and advancement of persons from equity groups.

In recognizing that casual hiring can be a barrier to employment equity candidates, Human Resources must be aware of casual positions. The role of Human Resources is to:

• Assist managers, directors and supervisors in the hiring process by screening competent, casual candidates;
• Ensure that casual employees’ hours do not exceed 65 hours per month so that bidding rights are not accrued allowing incumbents to apply for internal CUPE positions; and,
• Ensure that all candidates are treated fairly and go through the standard interview and reference check process.

DEFINITION:

A casual employee shall be defined as "one who works less than 65 hours per month". A casual employee shall be required for brief time periods and, should a casual employee be required to work more than 65 hours in a month for longer than two months in duration, it shall be deemed that a term position is required and Human Resources shall be consulted.

PROCEDURE:

1. When the need for a casual employee is identified, the department manager, director or supervisor shall inform the Human Resource Officer as soon as possible.
2. The Human Resource Officer will screen any potential candidates as identified by the department manager/director/supervisor as well as any qualified candidates in the Human Resource inventories giving preference to students.
3. The Human Resource Officer will, in partnership with the department manager/director/supervisor select the successful candidate and arrange for a mutually agreed upon start date.
4. The department manager/director/supervisor shall submit monthly time cards to the Assistant Human Resource Officer.
5. The Assistant Human Resource Officer shall monitor the number of hours submitted by each casual employee and ensure that the hours do not exceed 65 per month.
6. Should the department manager/director/supervisor need a casual employee to work more than 65 hours per month for longer than a one-month period, the Human Resource Officer shall be consulted.
7. If a casual employee is required to work 65 hours per month for a two month period (or longer), it may be necessary to post the position as a term position.

ELIMINATING PERCEPTIONS OF FAVORITISM::

While there is no discrimination permitted on the basis of personal relationship, all individuals involved in the hiring process must be sensitive to the perception of favoritism and bias. In situations where the possibility of bias can be alleged, the person(s) involved in the hiring must remove themselve(s) from the selection process.

Recognizing that departments need casual employees on short notice, every effort will be made to ensure an expedient response to each request.