Yes, a salaried contingent worker – that is, one whose pay does not vary from week to week regardless of how much time is worked -- can and should be managed in Fieldglass and the Managed Services Program.
However, this is only true if the role and work performed are “exempt” from overtime under the Fair Labor Standards Act (FLSA). If the role/work is “non-exempt”, the worker cannot be salaried. S/he must report and be paid for all time worked, and may be eligible for overtime (at 1.5 times straight time) for hours over 40 in a week.
Managing a salaried, exempt contingent worker in Fieldglass typically occurs in a payrolling situation. The Harvard department identifies the worker and creates a requisition online in Fieldglass asking that one of the payrolling suppliers hire the worker. The Harvard department sets the hourly rate, as shown below, and the worker agrees to report a specific number of hours each week (to generate the correct pay) regardless of time worked.
|Example A: Full-time exempt role with an annualized salary of $50,000||Example B: A part-time exempt role with a specific salary, stipend or agreed upon lump sum amount|
The annualized salary of $50,000 is divided by 52 weeks per year, then divided by 35 hours per week to produce an hourly rate of $27.47.
The worker will report (and the Harvard manager will approve) 35 hours each week in Fieldglass to generate the correct pay, regardless of time worked. The length of the contingent assignment in Fieldglass can vary.
A salary of $4,000 is established to teach a summer course. It is divided by 8 weeks (length of the term) and then 10 hours per week (approximate ¼ time commitment) to produce an hourly rate of $50.
The worker will report (and the Harvard manager will approve) 10 hours each week in Fieldglass to generate the correct pay, regardless of time worked. The length of the contingent assignment in Fieldglass is 8 weeks.