Inspire. Lead. Engage. Research Budgets: Staff Costing Robin Unger Human Resources Coordinator

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<ul><li> Slide 1 </li> <li> Inspire. Lead. Engage. Research Budgets: Staff Costing Robin Unger Human Resources Coordinator </li> <li> Slide 2 </li> <li> Inspire. Lead. Engage. Agenda Do you need an employee or an independent contractor? Types of employees How much should I budget for staff? How long will it take to hire? </li> <li> Slide 3 </li> <li> Inspire. Lead. Engage. Employee or Independent Contractor? McMasters Independent Contractor policy requires us to err on side of employee where decision is unclear Characteristics of an Independent Contractor (IC) Usually has own business, performing same type of work for other employers (providing invoices subject to different tax laws) Has not been paid wages by McMaster in past year OR the IC work is substantially different from employees role Has control of work output, paid to provide a specific deliverable Bears risk of loss and chance of profit </li> <li> Slide 4 </li> <li> Inspire. Lead. Engage. Employee or Independent Contractor? Characteristics of an employee SON has control of work what work gets done, when work is done, how work is done SON owns tools and equipment used by person SON bears costs of travel expenses, etc. </li> <li> Slide 5 </li> <li> Inspire. Lead. Engage. Employee or Independent Contractor? Examples Transcriptionist Independent Contractor or Employee Event planner Independent Contractor Research Assistant - Employee Administrative Assistant - Employee </li> <li> Slide 6 </li> <li> Inspire. Lead. Engage. Employee or IC? Independent Contractor Ask Dale Stevens Employee (CAW or Temporary Casual) Ask Robin Unger </li> <li> Slide 7 </li> <li> Inspire. Lead. Engage. Costing for Staff Two questions are important: What will this person be doing for you? Provide me with a brief description to help me determine appropriate salary estimate Job Descriptions have been created to help you determine correct pay level for work performed How many hours per week and months/years will you be employing them? &lt; 1 year Temporary/casual or CAW Career Growth 1 year Regular/Roll 1 (CAW) </li> <li> Slide 8 </li> <li> Inspire. Lead. Engage. Costing for Staff Temporary/casual Hourly rate + 14% fringe/benefits 4% vacation pay + 10% MERCs (EI, CPP, EHT, etc.) Regular/Roll 1 Hourly rate + 27% fringe/benefits MERCs (EI, CPP, EHT, etc.) + benefits contributions Always budget at top end of salary range </li> <li> Slide 9 </li> <li> Inspire. Lead. Engage. Timelines to Hire Temporary/casual No posting requirement Can hire as quickly as can find someone Do not have benefit of McMaster web posting Interviews (1 day multiple weeks) Reference checking (1 day 1 week) Notice period (2 weeks minimum) Best case scenario 1 week Worst case scenario - months </li> <li> Slide 10 </li> <li> Inspire. Lead. Engage. Timelines to Hire Regular/Roll 1 Review of Existing Job Description from Compensation Office New Job Descriptions may require up to 6-8 weeks Review Priority Hire/Accommodation candidates (1 day 1 week) Posting (1 week minimum) Interviews (1 day to multiple weeks) Reference checking (1 day 1 week) Notice period (2 weeks minimum) Best case scenario 5 weeks Worst case scenario 16 weeks </li> <li> Slide 11 </li> <li> Inspire. Lead. Engage. Resources http://www.fhs.mcmaster.ca/nursing/faculty_resources.html http://www.workingatmcmaster.ca/med/document/Temporary-and- Casual-Pay-Guide-June-2010-1-49.pdf http://www.workingatmcmaster.ca/med/document/CAW-2009-2012- Collective-Agreement-1-42.pdf </li> <li> Slide 12 </li> <li> Inspire. Lead. Engage. Questions? Robin Unger x 22286 HSC 2J12A ungerr@mcmaster.ca </li> </ul>