format_list_bulleted Topic Overview

Hiring Temporary Workers

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.

The following chart compares the two hiring methods.

  CardinalTemps Direct Hire
  • Consistent background checks
  • Appropriate classification of workers
  • Proper insurance for placed workers
  • Enforcement of Living Wage policies
  • Standardized central requisition and candidate fulfillment process
  • Timecard and invoice submissions
  • Affordable Care Act (ACA) compliance requirements
  • Interfaces with iProcurement system
Self-service by hiring manager
Conversion Fees
  • 20% of pending assignment (length of the engagement)
  • None fees if hiring date is 90 days after initial assignment start date
Benefits for Employees Benefits vary depending on the agency
  • Sick time in accordance with California law, Healthy Workplace Healthy Family Act of 2014 (AB 1522). Refer to Administrative Guide Policy 2.1.21: Sick Time for Temporary and Casual Staff Employees for more information.
  • Currently, employees working more than 30 hours per week on average are eligible to purchase health insurance through the Affordable Care Act (ACA).
  • Eligible to open and contribute to a tax-deferred account through Stanford Contributory Retirement Plan (SCRP). Ineligible for employer contributions.

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.

Last Updated: Oct 23, 2023