Employee types

Consult with your manager, HR Partner and Senior Business Officer (SBO) to help you determine both which type of position will best fill your needs, and what your budget will allow. Also see the list of employee definitions on the USC policy website. More information is available on the Time page of this website as well. For information on USC’s official connection to temporary labor, see the Trojan Talent Source page.

Employee type Exemption status Benefits eligibility Hours Duration
Full-time staff Exempt or non-exempt Eligible 100% time at 37.5 or 40 hours per week No fixed end date
Fixed term full-time staff Exempt or non-exempt Eligible 100% time at 37.5 or 40 hours per week Defined period of time; ideal for project-based work
Part-time staff Exempt or non-exempt Eligible 50-99% of the time, based on 37.5 or 40 hour work week No fixed end date
Fixed term part-time staff Exempt or non-exempt Eligible 50-99% of the time, based on 37.5 or 40 hour work week Defined period of time; ideal for project-based work
Contracts and grants employees Exempt or non-exempt Eligible 50-99% of the time, based on 37.5 or 40 hour work week Defined period of time based on terms of contract or grant
Per diem (restricted to certain types of jobs) Non-exempt Sick time only No set or regular schedule As needed
USC student worker or CWSP (work-study) student worker (federal funds pay for part of work-study wages) Non-exempt Sick time only Generally no more than 20 hours a week during fall and spring semesters; may work additional hours during winter, spring and summer breaks As long as student status lasts
Resource Non-exempt Sick time only No more than 1000 hours within a rolling 12-month period Within the 1000-hour requirement; ideal for seasonal work or when specialized skills or licensure are needed for a limited time
Temporary labor (Trojan Talent Source) hired through Business Services (see below chart for more information) Non-exempt Not eligible No more than 1400 hours in any consecutive 12-month period Within the 1400-hour requirement
Independent contractor N/A Not eligible As determined by the contracting party As determined by the project

Note that although employees hired for a defined period of time (fixed term, contracts and grants) are benefits-eligible, certain policies/procedures (e.g., layoff notice, separation pay) do not apply when the employee is notified of the fixed or contract/grant term at the time of hire. At that time, departments must notify employee of the date the position will end.