inspire. lead. engage. research budgets: staff costing robin unger human resources coordinator

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Research Budgets:Staff Costing

Robin UngerHuman Resources Coordinator

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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?

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Employee or Independent Contractor?

McMaster’s 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 employee’s role

– Has control of work output, paid to provide a specific deliverable

– Bears risk of loss and chance of profit

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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.

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Employee or Independent Contractor?

Examples– Transcriptionist – Independent Contractor or

Employee– Event planner – Independent Contractor– Research Assistant - Employee – Administrative Assistant - Employee

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Employee or IC?

Independent Contractor – Ask Dale Stevens

Employee (CAW or Temporary Casual)– Ask Robin Unger

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Costing for Staff

Two questions are important:1. 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

2. How many hours per week and months/years will you be employing them? < 1 year – Temporary/casual or CAW Career Growth

≥ 1 year – Regular/Roll 1 (CAW)

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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

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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

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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

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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

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Questions?

Robin Ungerx 22286

HSC 2J12Aungerr@mcmaster.ca