Winthrop University: Human Resources - Employment-Temporary

Temporary Employment

Generally, a temporary employee is hired for short-term project-based work or to fill-in for the long-term absence of a regular employee.  Most temporary employees (other than faculty) work on an hourly basis, must be paid no less than the current minimum wage, and are paid overtime for any hours worked over forty in a workweek.

    DSHR’s position on processes related to temporary employment:
    State law defines a temporary employee, in relevant part, as one whose employment is not to exceed one year. Therefore, state agencies should only employ temporary employees for 12 months or less. If an agency needs the services of a temporary employee for more than 12 months, it should only rehire the employee following a bona fide separation from employment and bona fide rehiring. There is not a required minimum duration for the separation, but DSHR recommends that the separation be a minimum of 15 calendar days, which aligns with the break in service definition for employees who earn state service. The length of the separation and the processes followed in the transaction are key factors in determining the bona fide nature of the rehiring. Whether or not the separation complies with federal and state law will depend on the individual circumstances of the separation and subsequent rehiring.

    Send the completed paperwork to the attention of Tanya Pettus in the Office of Human Resources


      • Access the ePAF system and initiate the ePAF. If you do not have access to the ePAF system, please contact the Office of Human Resources at 803-323-2273 or by email at hrhelp@winthrop.edu for assistance.
      • An ePAF needs to make it through all of the required approvals BEFORE an OFFICIAL job offer is made to the potential candidate.  An ePAF received after the employee has begun work will subject the University to federal fines and punishment for non-compliance with I-9/E-Verify and other legal requirements.
      • Positions that pay less than $684 per week are non-exempt and must be paid on an hourly basis.  Non-exempt positions are subject to minimum wage and overtime regulations.
      • For questions as to whether a position is exempt or non-exempt, please contact the Office of Human Resources.
      • Application
      • Background Check Request Form
      • Position Description
      • Review and follow the procedures for completing the I-9 Forms and E-Verify 
      • NEW I-9s are completed online between HR and the employee, upon receipt of the request form
      • Reverifications are completed by the department
      • Write case # at top and attach two-page case details

      W-4 (employee's tax withholding form)

      SC W-4 (South Carolina employee's tax withholding form)

      Payroll Direct Deposit details need to be set up via Wingspan, any questions should be directed to the Payroll Office @ 119 Tillman Hall or by phone at 323-2271

      New Hire Information Form includes basic demographic and emergency contact information (pdf 107kb)

      Request Wingspan access - to log work/leave hours and view job/employment details (request access if you do not currently have an active Winthrop email account)

      Harassment and Discrimination Prevention training - Winthrop email/WIN account required

      South Carolina Retirement System (SCRS)

      The Banner Security form is for signature by all employees who have access to student records in the Banner/Wingspan systems, including any adjunct faculty. Once signed, this form should be returned to the Office of Records and Registration

      The Generic Security Policy is for signature by all employees who have access to student records but do not have Banner or Wingspan access. These signed forms should be returned to the Office of Records and Registration.

    Send the completed paperwork to the attention of Tanya Pettus in the Office of Human Resources

    Additional Information and Winthrop Policies

Last Updated: 11/23/22