Stanford offers two ways to hire temporary workers: CardinalTemps and direct hire. Refer to the Administrative Guide Policy 2.2.1: Definitions for Stanford's definition of this classification of employees, as well as the maximum number of hours a temporary or casual employee can work in a calendar year.
CardinalTemps is a one-stop solution for managing the temporary labor process. From requisition to hire, CardinalTemps offers hiring managers quality talent solutions to meet Stanford’s temporary hiring needs. CardinalTemps is a managed service administered by Workforce Logiq.
CardinalTemps aims to reduce administrative burden and mitigate risks associated with the requirements for hiring temporary workers by providing:
- Consistent background checks
- Appropriate classification of workers
- Proper insurance for placed workers
- Enforcement of Living Wage policies
- Enhanced quality talent sourcing
- A transparent and easy-to-use software system
- Interfaces with the Stanford iProcurement system
Visit CardinalTemps on the Cardinal at Work website for more information including:
- Getting started with CardinalTemps
- CardinalTemps Frequently Asked Questions (FAQs)
- CardinalTemps Supplier List
- Glossary of Terms for CardinalTemps
Working with their local HR representative, Stanford hiring managers have the option of sourcing their own temporary employees and may hire them directly in a temporary or casual capacity. The hiring manager maintains full responsibility for managing all aspects of this process.
- To get started, contact your local HR representative.
- Refer to the guidelines for hiring temporary workers on the Cardinal at Work website for more information.
The following chart compares the two hiring methods.
||Self-service by hiring manager|
|Benefits for Employees||Benefits vary depending on the agency||
The determination of whether people are classified as employees or independent contractors is directly related to whether employment taxes are withheld and paid by the employer. People are considered "employees" if Stanford administrators have the right to direct and control them. People are considered "independent contractors" if Stanford has the right to direct them in terms of their work objectives, but not with respect to how they accomplish the objectives.
The IRS defines 20 factors used in determining the classification of employees versus independent contractors. Managers should review related Stanford guidelines and policy in the Administrative Guide Policy 2.2.3: University Payroll, and visit the IRS website for specific guidance.