Basics

Contingent workers may provide their services under a contract, temporarily, or on an as-needed basis. They are often hired to complete a specific project, rather than accepting an ongoing, open-ended workload as a permanent employee does.

Limitations of contingent workers include:

• A person cannot be an active contingent worker and an active employee at the same time.
• Contingent workers cannot be paid through Workday.
• Contingent workers are not benefits-eligible in Workday.
• Contingent workers cannot hold more than one job in Workday.

Examples of contingent workers in Workday at the university include:

• Aramark employees (largest group of contingent workers in Workday)
• ROTC
• Guest Scholars

Purpose of Contingent Workers

The university leverages Workday to execute processes and mitigate risks related to onboarding and offboarding contingent workers. Contingent workers who require system access need to be entered into Workday to provision User IDs, email accounts, and access to systems. Aramark employees are contingent workers in Workday who are managers and timekeepers on appropriate supervisory organization(s). This allows them to view workers and approve time submissions in Workday.

Engaging and Managing Contingent Workers

Managers have the ability to:

• Contract contingent workers through the Contract Contingent Worker task.
• Change contingent worker details.
• Convert a contingent worker to an employee through the Convert to Employee task.

The best practice is to first determine if an employee or a contingent worker is needed.