Temporary Employment Services

Information & Process Guide

At Auburn University, Temporary Employees assist with special projects, abnormal workloads, or emergencies. The following information will be helpful in understanding the roles of a TES employee.

Auburn University is an Affirmative Action/Equal Opportunity Employer. It is our policy to provide equal employment opportunities for all individuals without regard to race, sex, religion, color, national origin, age, disability, protected veteran status, genetic information, sexual orientation, gender identity, or any other classification protected by applicable law.

Any concerns you may have regarding these issues should be addressed to the University's Office of Affirmative Action in Foy Hall (334-844-4794).

TES Service Center Rates

Fiscal Year 2020 Fiscal Year 2019
21.40% 15.82%

Assignment Procedures

A Temporary Employment Services employee meeting the specified job qualifications will be assigned to a department as needed. Job assignments are not guaranteed on a continuous basis. Temporary assignments may not exceed eleven (11) months in duration. Temporary employees working 50 percent time or more must take a minimum one-month break in service at least every eleven (11) months; however, this does not apply to state retirees. When an assignment has ended, the temporary employee should contact Temporary Employment Services at 334-844-7363 for information regarding future assignments.

Auburn Montgomery (AUM) students fall under requirements of a student employee and therefore should not be hired as a TES employee. Please follow the instructions on the Hiring Checklist – New Hire Student Employment for hiring of AUM students. Please contact the Student & Temporary Employment Unit with questions regarding this matter at (334) 844-1671.

Pay and Benefits

The Department of Human Resources establishes the job title/grade and rate of pay for all temporary employees consistent with the University’s salary administration program. Federal and state withholding taxes, Social Security, city occupational tax, (and, in certain situations, Teacher’s Retirement) are withheld from the paychecks to Temporary Employment Services employees. There are no benefits such as group insurance, annual leave, sick leave, or paid holidays for employees working through Temporary Employment Services. In some instances, to be in compliance with the Affordable Care Act, health insurance may be offered to a TES employee. Also, TES employees may participate in the University’s voluntary annuity programs for retirement purposes. For more information, contact Human Resources at 334-844-4183. Employees are paid only for the hours worked.

Hours of Work

Most jobs begin at 7:45 a.m. and end at 4:45 p.m. with an hour for lunch. In some cases, however, the scheduled hours of work and the length of the lunch period may vary, but the temporary employee will be informed if this is the case. Breaks during the day may or may not be granted depending on the policy of the department to which they are assigned. Overtime (more than 40 hours a week) generally is not required of TES employees. However, if required, their supervisor will approve in advance in accordance with the University policy. Once the temporary employee has accepted an assignment, they must report to their assigned supervisor. If for any reason they must be absent, they should let their supervisor know. Failure to do so may cause them to lose their assignment/appointment.

TES Provisions

Annual Hours Restriction (1,450 Rule)
  • All TES employees are restricted to working a maximum of 1,450 hours within a 12-month annual measurement period.

  • If a TES employee reaches 1,450 hours within their applicable measurement period, then that TES employee’s assignment must end and he/she will not be eligible to return until the beginning of the new measurement period.

  • Periodically, the TES unit will notify you of the hours status of your TES employee; however, it is your responsibility to track the hours of your TES employee to ensure you will have adequate coverage for the duration of the time needed.  At any time you may reach out to a member of the TES unit to request the hours status of your TES employee.

  • If you need to end your TES employee’s assignment, due to reaching the 1,450 hour limit, you may:

    • Complete and submit an epaf to end the assignment/job (TERMJB) or

    • Send an email to testime@auburn.edu containing the TES employee’s name, Banner number, last day of work, and reason for the job ending.

Annual Consecutive Months Worked Restriction (11-Month Rule)
  • All TES employees, with the exception of retirees from the Retirement System of Alabama, are restricted to working a maximum of 11 consecutive months.

  • Consecutive months are calculated beginning from the TES employee’s employment start date to their anniversary date.

  • A TES employee may take their “month off” at any point within the year. 

  • The “month off”/break in service must be at least four consecutive weeks.

  • If you need to end your TES employee’s assignment due to taking a month off, send an email to testime@auburn.edu. Include the TES employee’s name, Banner number, and the date of the last day worked.

  • If the TES employee will be returning to work following the completion of their month-off, also indicate in the email the date of the TES employee’s return.

Revolving Door Statute

Alabama Code § 36-25-13(d) - The “Revolving Door” Statute

Printable version


Auburn University Human Resources (HR) recently received clarification from the Alabama Ethics Commission regarding re-employment eligibility of employees post-retirement. This new information may impact those employees and/or departments who have staffing plans for post-retirement re employment via Temporary Employment Services (TES).


An employee’s post-retirement re-employment is subject to the provisions of various entities including, but not limited to, the Retirement Systems of Alabama (RSA) and the State of Alabama Ethics Commission. Among other restrictions, post-retirement re-employment eligibility depends on whether the “Revolving Door” statute applies to the retiree, as the applicability of the statute will determine whether a retiree may be re-employed via TES and, if so, when, and for how long.


Based on the “Revolving Door” statute (Ala. Code § 36-25-13 (d)) of the Alabama Ethics Act and applicable advisory opinions from the Alabama Ethics Commission, Auburn University employees who were employed as directors, assistant directors, department or division chiefs, purchasing or procurement agents, or in the broader category of “position of authority” may not be re-employed for a period of two years following retirement from Auburn University.

“Position of authority” is the category that would most likely apply to retirees who are seeking post-retirement re-employment via TES. The Alabama Ethics Commission defines “position of authority” to include someone who possessed any of the following discretionary responsibilities:

  1. Hiring/firing authority or the ability to influence hiring or firing decisions;
  2. Authority to make recommendations regarding hiring or firing;
  3. Purchasing or contracting authority or the ability to influence those decisions;
  4. Authority to make decisions regarding or to influence the awarding of grants or other awards; and
  5. Whether the employee was a designated agent with authority to accomplish any of the actions described in 1-4 above.

Auburn University retirees who were not in a “position of authority” are not subject to the two-year waiting period and may be re-employed via TES in accordance with Personnel Board and RSA rules regarding post-retirement work.

“Transitional Period” Exception

Although § 36-25-13(d) of the Alabama Ethics Act generally prohibits retirees who worked in positions of authority from returning to work at Auburn University for a period of two years, there is an exception to the two-year prohibition if the employee is returning for the specific purpose of providing assistance to the governmental agency during the transitional period following retirement. This exception applies, however, only, if the following conditions are met:

  1. The re-employment does not extend for more than three months following the date of retirement;
  2. The retiree is at all times in compliance with the return to work requirements of RSA;
  3. The compensation paid to the retiree through re-employment, when combined with the monthly retirement compensation paid to the retiree, does not exceed the gross monthly compensation paid to the retiree on the date of retirement; and
  4. The re-employment information is submitted to and approved by the Director of the Ethics Commission prior to the date the retiree returns to work.


  1. Auburn University employees who are planning to retire and are anticipating returning to work via TES, should notify Abbi Brown, Director of Employment Services, as early as possible.
  2. The TES office will make the final determination as to if the retiree is subject to the Ala. Code § 36-25-13 (d).
  3. If TES determines that the retiree is subject to the “Revolving Door” prohibition of Ala. Code § 36-25-13 (d) but could potentially return to work under the “transitional period” exception, the retiree should work with the TES office to submit all required information to the Director of the Ethics Commission; at least thirty (30) days in advance of the planned date of retirement. Approval from the Ethics Commission is required prior to the start of an assignment if a retiree is returning to work under the “transitional period” exception of Ala. Code § 36-25-13 (d).


For questions regarding the “Revolving Door” and/or post-retirement employment via TES, contact:
Abbi Brown
Director, Employment Services


Temporary employees who park on campus must purchase a University parking permit from Parking Services. As a temporary employee they are eligible for a B zone permit. Authorization for obtaining parking permits will be issued through Temporary Employment Services.

Performance Expectations

Satisfactory work performance and a positive attitude toward the job are basic requirements for retaining any assignment. In this regard, a temporary employee is subject to the judgment of the departmental supervisor. As a temporary employee, they are expected to abide by all work rules in their assigned department including attendance, dress code, and appropriate work behavior. Auburn University will not tolerate harassment by its employees. TES employees found to be in violation of the University’s non-harassment policies will be subject to immediate termination. To review the University’s workplace policies, please refer to the Affirmative Action/Equal Employment Opportunity website. Additional policies which apply to all AU employees can be found in the Personnel Policies and Procedures Manual in Section 10.

Timekeeping and Payment

Temporary employees are required to use the electronic timekeeping system known as Kronos by either clocking in or logging in to the website. Their supervisor will instruct them on the use of this system. They will be paid by direct deposit. It is the temporary employee's responsibility to activate their email by using the log in information provided during the hiring process. Once they have activated their email, Direct Deposit can then be set up through Self Service Banner. For more information contact the Help Desk at (334) 844-4944.


The temporary employee has the right to terminate their employment with Temporary Employment Services at any time, with or without advance notice. The University has the same right to terminate their employment, with or without advance notice or cause. If the temporary employee decides to resign from their TES assignment, it is important for them to notify their supervisor and Temporary Employment Services of their intentions. If they leave for a regular employment position on campus, they should let the hiring department know they are a Temporary Employment Service employee so that their record can be transferred. If they are terminating from the university and leaving the area, they can change their address in Self Service Banner or contact TES so that their address can be updated to aid them in receiving their W-2 Form at the end of January. If they do not know the forwarding address, it is their responsibility to notify Auburn University of their new address as soon as it is available. This should be done prior to Dec. 1 to ensure their W-2 form will be sent to the correct address.

Special Note

If a temporary employee is seeking regular employment, they should log onto www.auemployment.com for a list of available positions. Temporary employees are considered external applicants when applying for regular University employment and must follow established application procedures for external applicants. Temporary employees who become regular employees will receive a new service date and be eligible for applicable benefits at that time. Please keep in mind that the pay rate for a regular appointment may not necessarily be the same as what they are receiving as a temporary employee.

Supervisors Handbook

A handbook is available for supervisors who wish to learn additional information about TES.  

Contact Information

Temporary Employment Services
Human Resources
1550 East Glenn Avenue
Auburn, AL 36830
Phone:  334-844-7363
Fax:  334-844-1653

Auburn University is an EEO/Vet/Disability Employer


Last updated: 10/21/2019