temporary work assignment form

UPDATED: Groundbreaking Changes to Temporary Workers’ Rights in New Jersey

UPDATE (05/18/2023): In accordance with the May 7, 2023 effective date for the notice and anti-retaliation provisions of the Temporary Workers' Bill of Rights (A1474/S511) (the Bill), the New Jersey Department of Labor and Workforce Development (NJ DOL) issued a "Temporary Laborer Assignment Notification" form on April 23. Temporary staffing agencies must complete and provide the form to all temporary workers when they are assigned to a temporary position. The form requires disclosure of detailed information about the temporary work assignment, including, among other things, the name, address and contact information for the temporary staffing agency and the third-party employer; the applicable workers' compensation carrier; the temporary worker's assigned worksite, description of the position, schedule, wages and length of the assignment; and whether meals, equipment, training and transportation are provided and on what terms. The form is available here .

Last month, New Jersey Governor Phil Murphy signed into law the Temporary Workers' Bill of Rights (A1474/S511) (the Bill), which greatly expands the protections afforded to New Jersey's hundreds of thousands of temporary service workers. The Bill brings with it sweeping changes to compensation, benefits and protections for temporary workers. Temporary staffing agencies and employers that hire through such agencies bear the cost and burden of compliance. The notice and anti-retaliation provisions of the Bill take effect on May 7, 2023. The remaining provisions will take effect on August 5, 2023.

Key provisions of the Bill are discussed below.

Application

The Bill applies only to temporary workers in "[d]esignated classification placement[s]," which comprise any of the following occupational categories as designated by the U.S. Department of Labor's Bureau of Labor Statistics (BLS):

• Other Protective Service Workers (Miscellaneous Manufacturers) (33-90000)
• Food Preparation and Serving Related Occupations (35-0000)
• Building and Grounds Cleaning and Maintenance Occupations (37-0000)
• Personal Care and Service Occupations (39-0000)
• Construction Laborers (47-2060)
• Helpers, Construction Trades (47-30000)
• Installation, Maintenance and Repair Occupations (49-0000)
• Production Occupations (51-0000)
• Transportation and Material Moving Occupations (53-0000)
• Any successor categories as the BLS may designate

Wage Payment/Benefits

The Bill requires that temporary workers be paid "not less than the average rate of pay and average cost of benefits" of third-party clients' employees who perform the same or substantially similar work with equal skill, effort and responsibility under similar working conditions. Employers and staffing agencies must now determine which of their employees are in positions sufficiently analogous to the temporary workers' in order to determine compensation and benefits.

Further, in an effort to ensure regular payment, the Bill also provides temporary workers with the right to collect their pay biweekly via check or direct deposit. Temporary staffing agencies must notify their temporary workers of this right.

The Bill also protects temporary workers from last-minute work schedule changes and cancellations. Specifically, the Bill requires temporary staffing agencies to pay temporary workers contracted for work, but not utilized for the day, a minimum of four hours of their contractual rate of pay. In the event the agency relocates the temporary worker during the same shift, the agency must still pay the temporary worker for two hours at their rate of pay for the first assignment.

Wage Deductions

The Bill places substantial limitations on wage deductions. The Bill expressly prohibits temporary staffing agencies from deducting from a temporary worker's wages items such as check-cashing fees or expenses for conducting consumer reports, background checks or drug tests. These expenses must be borne by the employer or temporary staffing agency. Moreover, the Bill limits deductions for providing meals or equipment to their actual market value and to situations where the meals are consumed or the equipment is used by the temporary worker. Temporary staffing agencies may not require workers to purchase meals as a condition of employment. Additionally, temporary staffing agencies and employers may not charge fees to transport temporary workers to their work sites.

In situations where deductions are permissible, deductions for meals and equipment cannot cause the temporary worker's wages to fall below New Jersey or federal minimum wage. New Jersey's current hourly minimum wage is $14.13 and is set to increase to $15 by 2024.

Only Certified Temporary Agencies

The Bill requires certification by the New Jersey Department of Labor and Workforce Development (DOL) for all temporary staffing agencies located, operating or transacting business in New Jersey. The Division of Consumer Affairs (DCA) will oversee enhanced certification requirements for such agencies.

To be certified, temporary staffing agencies must provide proof of their employment account number in accordance with New Jersey's unemployment compensation law, proof of their valid workers' compensation insurance covering all employees at the time of certification, the number of their temporary workers that transitioned to full-time roles with the agency's clients (accounted annually) and any other information required by the DCA director. These requirements are continuous and ongoing, and failure to comply with such requirements will cause an agency's certification to be suspended or revoked.

The Bill also prohibits employers from utilizing the services of noncertified temporary staffing agencies. To ensure compliance, employers must verify the certification status of contracting staffing agencies with the DOL before entering into temporary work arrangements, as well as on March 1 and September 1 of each year that the employer works with such agencies. Temporary staffing agencies also must provide proof of valid certification under the Bill to their clients at the time of entering into such work arrangements. The Bill also imposes a continuing obligation on temporary staffing agencies to notify their clients within 24 hours of any change to their certification status.

Notice and Recordkeeping Requirements

The Bill imposes additional recordkeeping and notice requirements on temporary staffing agencies. Specifically, the Bill requires that temporary staffing agencies provide a "detailed itemized statement" on temporary workers' pay stubs (or on a separate form approved by the DOL commissioner provided with employee pay stubs) that contains the following information:

• The name, address and telephone number of each third-party client (i.e., employer) for which the temporary worker worked
• The number of hours worked by the temporary worker each day during the pay period
• The rate of payment for each hour worked, including any premium rates or bonuses
• The total pay period earnings
• The amount and identification of each deduction taken from the worker's pay

The Bill also requires temporary staffing agencies to provide workers two days' advanced notice (when possible) in the event of a change in the temporary worker's schedule, shift or location.

Temporary staffing agencies must also keep records regarding their temporary workers and the workers' assignments for six years and make them available to the DOL upon five days' notice. Additionally, agencies must provide temporary workers with information in their workers' primary languages detailing key terms of employment, such as hours worked and rates of pay, as well as a notice providing a toll-free telephone number operated by the DOL commissioner for temporary workers to file wage dispute complaints and other alleged violations under the Bill.

Prohibition on Restriction of Outside Employment

In an effort to promote permanent employment, the Bill also prohibits temporary staffing agencies from restricting temporary workers from accepting full-time employment positions with a permanent employer or a third-party client to whom the temporary worker has been referred for work. Staffing agencies may still charge placement fees for temporary workers who accept such positions as a result of their services with the staffing agencies, though the Bill limits the amount of the fee.

Enforcement/Retaliation Prohibited

Employers and temporary staffing agencies that violate the Bill are subject to summary enforcement actions by the DOL and the DCA. Penalties for violations under the Bill's various provisions vary based on the type and number of prior violations and range from $500 to $5,000 for each individual violation. Under the Bill, aggrieved temporary workers, on behalf of themselves and other similarly situated temporary workers, may also institute private causes of action against violating staffing agencies or third-party employers without exhausting any alternative administrative remedies. Available relief under such actions may include: in the case of unlawful retaliation, the greater of all appropriate equitable and legal relief or $20,000 in liquidated damages per incident of retaliation; for unlawful restrictions on the right of a temporary worker to accept permanent employment or employment with third-party employers, $50 per affected employee per day; and attorneys' fees and costs. Temporary staffing agencies may also institute actions against third-party employers for violations under the Bill, including for failure to reimburse wages and payroll taxes paid by the temporary agency for services performed by the agency's temporary workers.

The Bill also prohibits temporary staffing agencies or employers from retaliating against temporary workers (through termination or otherwise) for exercising their newly acquired legal rights. The termination of a temporary worker by a temporary staffing agency within 90 days of the worker's exercise of any rights under the Bill raises a rebuttable presumption of retaliation.

This comprehensive Bill regulating temporary staffing agencies and their clients enhances protection of temporary workers and marks a shift in New Jersey law. Companies using temporary staffing agencies and the agencies themselves need to thoroughly review and understand their new obligations and should seek legal counsel to ensure compliance before the Bill takes effect in August 2023.

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Temporary Work Assignments

Extend the time limit for temporary work assignments in construction, background:.

• The IRS “temporary work assignment” definition for construction is 12 months and the construction industry commonly requires its employees to travel to out of town job sites. In recent years construction contracts have become increasingly larger and complex.

AGC Message:

• Extend “Temporary Work Assignment” Definition to 24 Months.  AGC supports increasing the “temporary work assignment” IRS definition for construction workers from the present limitation of 12 months to a new limitation of 24 months. Many jobs now require more than 12 months but less than 24 months to complete.
• Construction Has A Mobile Workforce.  The extension of the temporary assignment period from 12 months to 24 months merely recognizes the mobile nature of the construction work force, the modern complexity and size of contracts, as well as reasonable delays outside the control of the contractor. For example, a highway construction contract in Florida that can be completed in 12 months may require up to 24 months to complete in Alaska due to weather and other on-site delays.
• Reimbursement and Necessary Living Expenses Are Not Subject to Taxation.  Ordinary and necessary living expenses paid on behalf of or reimbursed to an employee when working away from home on temporary assignments are not subject to taxation to the employee and are deductible business expenses. Existing tax law requires reimbursements to employees be treated as additional compensation when the work assignment time becomes expected to exceed 12 months. Typically, the employer “grosses up” (includes in gross income) the reimbursement so that the employee is receiving a tax neutral benefit to the expense of the employer and the contracting customer. This gross-up effectively doubles the cost of the employee to the employer.

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716 Positions Filled Temporarily

When a career employee is temporarily absent, his or her position may be filled by temporary assignment, reassignment, or promotion. The applicant must understand the terms of such an assignment — specifically, that when the absent employee returns, the applicant returns to the position he or she occupied prior to the temporary assignment (see 716.23 , Conditions of the Temporary Promotion ).

Examples of temporary absences of an incumbent that justify filling a position temporarily include the following:

• Serving active military duty.
• Serving as a national officer of a postal employee organization.
• Being temporarily assigned and/or promoted to another position.
• Being appointed as an officer–in–charge.

716.1 Temporary Assignments

Temporary assignment is the placement of an employee into an established position for a limited period of time to perform duties and responsibilities other than those contained in the employee’s normal position description. A formal reassignment and/or promotion personnel action is not required.

716.11 Temporary Bargaining Assignments

Unless stated in the relevant collective bargaining agreement, employees in temporary bargaining assignments must meet the qualification standards for the positions to which they are assigned. When the relevant collective bargaining agreement contains specific provisions regarding higher level bargaining assignments, these provisions must be followed.

716.12 Temporary Assignments to Nonbargaining Positions

The following general policies apply to temporary assignments to nonbargaining positions:

• Temporary assignments to nonbargaining positions are made only for the shortest practical time limits and may be used to meet emergencies caused by abnormal workload, a change in mission or organization, or unanticipated absences.
• When a nonbargaining employee is absent (except postmaster), every effort must be made to have the duties absorbed by other employees of the same or higher level.
• The appointing official or designee may temporarily assign any qualified employee to meet service needs.
• Normally, consideration is given to unassigned employees (i.e., employees whose positions have been abolished).
• A temporary assignment may be terminated at any time, either at management’s discretion or at the employee’s request.
• Temporary assignment of an employee to a position at the same or lower level should not exceed 90 calendar days unless extended by the next higher level of management above the detailed position. (See 716.143 through 716.145 for time limits on temporary assignment to a higher–level position.)
• Temporary assignments must be documented using Form 1723, Assignment Order .

Exhibit 716.12

Temporary Assignment Duration Approvers

*Exception: If the detail assignment was originally approved by a PCES manager, further approval is not necessary.

716.13 Temporary Assignment to Higher Level — Bargaining

See 716.11 , Temporary Bargaining Assignments .

716.14 Temporary Assignment to Higher Level — Nonbargaining

716.141 necessity.

No one may be temporarily assigned to a higher–level nonbargaining position unless such an assignment is absolutely essential to the effective operations of the Postal Service, and the person selected assumes the full core responsibilities of the higher–level position.

Approval is required (see Exhibit 716.12 and Sections 716.143 to 716.145 ).

716.142 Higher Management Level Approval for Assignments of More Than 30 Calendar Days

When a temporary assignment or detail requiring travel and related expenses, or higher-level pay, is expected to last longer than 30 calendar days, the manager of the position must obtain approval from the next higher-level manager (unless a PCES manager originally approved the detail assignment). The request for approval for an extended duty assignment or detail requiring extended travel away from the employee’s permanent duty station must include the following information:

• Purpose of the assignment or detail,
• Benefit(s) expected,
• Consideration of alternatives; and
• Value to the Postal Service.

See also Handbook F-15 Section 2-2.1.2 and 4-1.2.1.

716.143 Higher Level Assignments Limited to 90 Calendar Days Unless Extended

Temporary assignment to a higher–level position, during the absence of the incumbent, is limited to a maximum period of 90 calendar days. The period may be extended with advance approval of the next higher level of management above the detailed position. Exception: If a PCES manager originally approved the detail assignment, then approval of the extension is not required.

See 716.142 for requirements when the temporary position or detail to a higher-level position also involves travel away from the employee’s permanent duty station. See 716.144 and 743.16 when the higher-level temporary assignment is to a vacant position.

716.144 120–Day Time Limit

Temporary assignment to a higher–level vacant position, pending selection of a person for permanent placement, is limited to a total of not more than 120 calendar days. If the employee on temporary assignment could become or is a potential candidate for the vacant position, the higher–grade assignment must be terminated before the 121st day. If the employee is not a candidate, the next higher–level manager over the manager with the vacancy may approve an extension of that employee’s temporary assignment beyond 120 days, until a selection is made and the new employee assumes the position. Exception: If a PCES manager originally approved the detail assignment, then approval of the extension is not required. See 743.16 , Exceptions to the 120-Calendar-Day Limit , for exceptions.

716.145 Temporary Assignments Exceeding 1 Year

Temporary assignments exceeding 1 year, including those that involve travel and associated expenses, require advance approval in writing from the Area Vice President (for detail to a field position) or the functional officer (for detail to a Headquarters position). There must be a critical need to extend a temporary assignment beyond 1 year. The approving manager will notify the vice president, Controller, of the approval to ensure travel reimbursements are handled as required by law. See Handbook F-15, Section 2-2.1.2 for approval requirements, notification requirements, and tax consequences of detail assignments exceeding 1 year.

716.2 Temporary Promotion and Promotion to a Temporary Position

Temporary promotion to a nonbargaining position which has no time limitation is limited to situations where it is impractical to fill a higher-level position by other temporary means. Such situations include, but are not limited to (a) long-term absence of the incumbent or (b) a need to defer the permanent filling of a vacant position for a lengthy period of time.

Promotion to a temporary nonbargaining position is limited to situations where the position is authorized for a specific limited duration to serve a temporary or transitional need.

In this section, “temporary promotion” refers to both temporary promotions to a nonbargaining position and promotion to a temporary nonbargaining position.

716.21 Selection Procedures

Competitive procedures are used to fill a position through a temporary promotion. The vacancy announcement must clearly indicate that the appointment will not exceed a stated period. When the position is filled permanently, competitive or noncompetitive procedures may be used (see 743 ). An employee who has served in a position through competitive temporary promotion is eligible to recompete, regardless of the duration of the temporary promotion.

716.22 Appointment Duration

A temporary promotion may be made for a limited period, usually two years or less, depending upon need. If the employee’s services are still needed in the assignment after the initial period expires, the employee may continue to serve, but it must be determined whether the situation is still temporary or whether the position should be filled permanently. A temporary promotion:

• May not exceed one year without approval of the area vice president (or functional officer for a headquarters position). See 716.145 when travel is involved;
• Is documented on a PS Form 50, Personnel Action;
• Terminates on a specified date, unless extended;
• May be terminated at any time based on the needs of the Postal Service; and
• Does not make the employee ineligible to compete for the vacancy if the position is posted.

716.23 Conditions of the Temporary Promotion

Applicants for temporary promotion must be informed of the conditions of the placement, including the expected duration. An employee selected for a temporary promotion will be required to sign an agreement covering the terms of the temporary promotion. The purpose of the agreement will be to avoid any misunderstanding as to the conditions of the temporary promotion. The agreement must state that by accepting promotion to the temporary position, the position becomes the employee’s position of record, and must also address:

• The effect on the employee’s salary during the temporary promotion;
• Relocation benefits, if any;
• Security clearance requirements, if applicable;
• The employee’s ability to apply for other positions including lateral reassignment at the grade of the position to which temporarily promoted;
• Reassignment to a comparable nonbargaining position at the end of the temporary promotion; and
• That if prior to the termination of the temporary promotion the competitive area where the position is located undergoes a RIF, the employee’s rights are determined based on that position, not under the agreement he or she signed.
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University of Washington Human Resources

Utemp orientation: assignment, attendance, and pay.

Table of Contents

Temporary assignments

Union representation, time and pay, reporting to work, work performance, workplace health and safety, assignment completion.

Temporary job assignments fill vacancies for sudden absences, planned leaves and vacations, as well as needs-based opportunities during peak workload periods and pending recruitments. Duration of job assignments can range in length from half a day, to a week, a month, or several months. Length of assignments are determined according to the needs of the requesting departments; therefore, end dates are subject to change at any time. However, there is no guarantee of placement in a temporary position.

To ensure you will continue to be considered for temporary opportunities, we ask that you check in with us periodically to let us know you are still available and interested in working as a temp employee. It is appropriate to contact us every few weeks, or as your availability changes.

If your interests lie in obtaining regular or “permanent” employment at the UW, you must search for and apply to requisitions online and follow the specific application process. As an active UTemp temporary employee, you are able to apply to requisitions that are open to UW employees only. For more information, visit UW Jobs to start your job search. If you have questions about the application process, visit FAQs or contact us.

Temporary employment limit

Temporary employees are limited to working no more than 950 hours during the 12-month period that begins with the employee’s original UW temporary employment date. Once this Original Temporary Employment Date (OTED) is established, it does not change even if a person leaves UW employment and later returns to accept another temporary appointment with the same or a different department.

All hours worked in multiple and/or consecutive temporary appointments at the UW are combined and counted toward the 950-hour limit, regardless of whether the job is through UTemp Staffing, another UW department, or an outside agency. Overtime hours worked are not included in calculating time worked toward the 950-hour limit. A temporary employee’s hours accumulation starts over upon reaching the anniversary of their temporary employment date.

When a temporary employee employed by UTemp Staffing has worked approximately 700 hours, our office calculates an estimated “last work day” based on the number of hours remaining. We send a letter to both the employee and the on-site supervisor notifying them of the last day the employee is eligible to work. This allows approximately two and a half weeks’ advance notice before the ending of the assignment. Temporary employees who reach their maximum 950 hours eligibility will become eligible for reassignment after reaching their temporary employment anniversary date.

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As a University of Washington temporary employee, if you meet certain requirements , you may become eligible for employer-provided health and welfare benefits (such as retirement, medical/dental insurance, etc.).

If you become eligible while working on a temporary assignment, you will be notified by UW Benefits. Once notified, it is your responsibility to contact the Benefits Office and complete the required paperwork as soon as possible. Contact the Integrated Service Center (ISC) for additional questions or assistance with this process.

A temporary hourly employee may be represented by a union and covered by a collective bargaining agreement depending on the nature and location of the work assignment. Visit the Temporary Employees in Bargaining Units webpage for more information. A full list of union contracts may be viewed on the Labor Relations webpage.

Temporary employees do not receive holiday pay. Temporary employees are paid at their regular rate for work performed on University recognized holidays. Authorized overtime is paid at the rate of time-and-a-half for work in excess of 40 hours per week (Monday through Sunday). All overtime must be pre-approved and scheduled by the supervisor each time overtime is worked.

Time tracking

After your hire is complete, you may log into Workday and begin entering your hours worked. We encourage you to enter hours daily and save, rather than waiting until the deadline to add and submit all of the hours you worked. Whichever way you choose, you must complete and submit your time at the end of each pay period ( the 15th and last day of the month ), and your time must be approved by a Time & Absence Approver in the unit you are working in, for the hours to be paid appropriately.

Entering time in Workday

• Log into the Enter Time section of Workday.
• Click the  Time Worklet (image of a clock) located on your Workday homepage.
• Enter the hours worked for the day (see the ISC’s step-by-step guide ).
• If you hold more than one position, be mindful to select the one for which you are entering time from the drop-down menu before entering your In/Out times.
• Enter the hours worked for the pay period.
• Submit your hours by the end of the pay period (15th and last day of the month).
• Comments that are added and saved become a permanent record and are subject to public records requests.
• UTemp staff are not able to see these comments.
• After you submit your time, your approver will review your entries. If approved, your time will be processed for payment. If your approver send your time back for correction, you will need to make changes and resubmit it.

UW online timesheet help

• https://isc.uw.edu/contact-us/
• Error Messages:  Error messages must be corrected before you can submit your time (e.g. entering more than 24 hours worked in a day).
• Tutorials are available for employees. Visit the ISC  for more information.

Note:  It is the responsibility of the employee to make sure their time is entered and submitted on time. If your time is sent back for correction, it will not be paid until submitted and approved by the department. Late submissions will not be processed until the following pay period. See the payroll schedule for cutoff dates and times.

Temporary employees are paid on an hourly basis. We offer competitive pay that varies depending on the nature of the work being performed. Paycheck deductions are made for Social Security, Medical Aid (workers compensation insurance), paid family and medical leave, and federal income tax. Depending on enrollment, other deductions may be made for benefits, retirement, and/or union representation.

Paydays are the 25th for days worked the 1st through the 15th of the month, and on the 10th for days worked the 16th through the end of the month. If the 10th or 25th falls on a weekend or holiday, the pay day is on the nearest business day. Visit the  ISC to find dates for paydays and holidays.

How do I get paid?

The University encourages all employees to have direct deposit. You can sign up for direct deposit in Workday and find more information on the ISC.

If you do not set up direct deposit, your check will be mailed to your primary address listed in  Workday . It can take one pay cycle for your direct deposit to take effect.

When you are placed on an assignment, you will be given a contact person to whom you are to report. Most likely this person will be your on-site supervisor. Your on-site supervisor will orient you to the department, designate break and lunch times, pre-authorize any overtime, and authorize any absences.

Attendance and punctuality

Importance of punctuality.

The department you are assigned to expects you to be prompt and adhere to your assigned work schedule. If there is an emergency for which you are unable to report to work on time, or you are need to stay home due to illness, contact your supervisor as early as possible to let them know.

If you are unable to reach your supervisor, contact UTemp at 206-543-3652 . If you are calling us before office hours, leave a brief voicemail explaining who you are and why you are unable to make it to work. Someone from our office will attempt to follow up with your supervisor on your behalf.

Emergency conditions

In the event of snow, adverse weather, or other emergency conditions, call the UW’s information line or alert services for up-to-the-minute information about the operations of the UW campuses:

• 206-UWS-INFO (206-897-4636) and toll-free 1-866-897-4636
• UW Alert is available to current UW faculty, staff, and students at www.uwalert.org

Please note: cancellation of classes does not always mean that the University and clinics are closed. Make sure to talk with your supervisor regarding whether or not your temp services will be needed in the event of inclement weather or suspended operations.

Appropriate attire

Dress requirements at the UW vary, with some departments expecting highly professional attire and other departments allowing relatively casual clothing. Unless otherwise instructed by your recruiter in the appointment notification email, temporary employees are expected to wear business casual attire on their first day of work; thereafter, dress should conform to departmental standards.

UTemp asks all departmental supervisors to complete an evaluation of each temporary employee’s performance at the end of each assignment. This information is considered when making future work assignments and may be used in consideration of regular, full time employment opportunities. Unprofessional conduct may adversely affect future assignments or result in dismissal.

The University of Washington is committed to the health and welfare of all individuals associated with the institution. The University Health and Safety Policy begins, “The University of Washington shall create, maintain, and enhance a safe and healthful environment for all individuals associated with the institution, including students, faculty, staff employees, hospital patients, and visitors.” The complete policy may be found under Executive Order No. 55 on UW’s Policy Directory.

Who is responsible for health and safety at the UW?

All employees are responsible for following health and safety rules. Supervisors and faculty are also responsible for the health and safety of those they supervise. This responsibility cannot be transferred or delegated.

Organizational and campus-wide Health and Safety Committees play an important role.

The Department of Environmental Health and Safety (EH&S) provides consultation and services.

The ultimate responsibility for health and safety in the operating unit rests with the Dean, Director, Chair, or Manager.

How do you protect yourself from hazards and maintain a safe worksite?

• Follow safe work practices and know about the hazardous materials you work with.
• Know your emergency plan and two ways out of your work area.
• Follow your department’s policies and procedures.
• Be aware of safety signs.
• Call 911 to report police, fire or medical emergencies.
• Report unsafe conditions to your supervisor and correct unsafe conditions when possible.

During emergencies

• During an alarm, everyone leaves, following the unit’s evacuation plan! Treat each alarm as the real thing, because it could save your life.
• Follow your building/department emergency plan. If you are not familiar with the plan, ask your supervisor.
• Persons with disabilities need their own evacuation plan. For more information, go to the Emergency Evacuation for Persons with Disabilities page.
• To summon police, fire, or medical help, dial 911 or pull the fire alarm.

What to do if you have a work related injury or illness

• Report the incident to your supervisor right away, and contact UTemp Staffing at your earliest opportunity. Seek medical attention if needed.
• Employees who are injured at work, or who believe that their illness is related to their job, should file a Labor & Industries claim through their treating physician.
• A report should be submitted through OARS even if there were no injuries sustained. Report near misses, so that recommendations may be made for correction before an injury occurs. For more information, visit UW Environmental Health & Safety .

My assignment is over… now what?

Call us three days prior to your assignment end date and let us know if you would like to be considered for another assignment. A recruiter will call you if or when other opportunities are available that are a match to your job skills and experience.

What if I can’t complete my assignment?

It is very important that you keep your commitment to work the duration of your assignment. However, if you must end an assignment, we’d prefer that you give us as much notice as possible, but require a minimum of three days notice. You should give notice to your supervisor and your recruiter.

Submit your time

Don’t forget to submit your time when your assignment ends! If it’s prior to the end of the pay period, you do not need to wait until the end of the pay period to enter and submit your time. It is preferred that you submit your time on your last day worked.

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Understanding business travel deductions

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IRS Tax Tip 2023-15, February 7, 2023

Whether someone travels for work once a year or once a month, figuring out travel expense tax write-offs might seem confusing. The IRS has information to help all business travelers properly claim these valuable deductions.

Here are some tax details all business travelers should know

Business travel deductions are available when employees must travel away from their  tax home  or  main place of work  for business reasons. A taxpayer is traveling away from home if they are away for longer than an ordinary day's work and they need to sleep to meet the demands of their work while away.

Travel expenses  must be ordinary and necessary. They can't be lavish, extravagant or for personal purposes.

Employers can deduct travel expenses paid or incurred during a  temporary work assignment  if the assignment length does not exceed one year.

Travel expenses for  conventions  are deductible if attendance benefits the business. There are special rules for conventions held  outside North America .

Deductible travel expenses include:

• Travel by airplane, train, bus or car between your home and your business destination.
• Fares for taxis or other types of transportation between an airport or train station and a hotel, or from a hotel to a work location.
• Shipping of baggage and sample or display material between regular and temporary work locations.
• Using a personally owned car for business.
• Lodging and  meals .
• Dry cleaning and laundry.
• Business calls and communication.
• Tips paid for services related to any of these expenses.
• Other similar ordinary and necessary expenses related to the business travel.

Self-employed individuals or farmers with travel deductions

• Those who are self-employed can deduct travel expenses on  Schedule C (Form 1040), Profit or Loss From Business (Sole Proprietorship) .
• Farmers can use  Schedule F (Form 1040), Profit or Loss From Farming .

Travel deductions for the National Guard or military reserves

National Guard or military reserve servicemembers can claim a deduction for unreimbursed travel expenses paid during the  performance of their duty .

Recordkeeping

Well-organized records  make it easier to prepare a tax return. Keep records such as receipts, canceled checks and other documents that support a deduction.

Subscribe to IRS Tax Tips

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Unlawful Presence and Inadmissibility

Unlawful presence is the period of time when you are in the United States without being admitted or paroled or when you are not in a “period of stay authorized by the Secretary.” You will be found inadmissible (unless an exception applies):

• If you again seek admission within three years of departing the United States, after having accrued more than 180 days but less than one year of unlawful presence during a single stay and before removal proceedings begin;
• If you again seek admission within 10 years of departing or being removed from the United States, after having accrued one year or more of unlawful presence during a single stay, regardless of whether you leave before, during, or after removal proceedings; or
• Permanently, if you reenter or try to reenter the United States without being admitted or paroled after having accrued more than one year of unlawful presence in the aggregate during one or more stays in the United States.

You can find these inadmissibility grounds in the  Immigration and Nationality Act (INA) section 212(a)(9)(B)(i)(I) and (II)  (the three-year and 10-year unlawful presence grounds of inadmissibility) and INA 212(a)(9)(C)(i)(I) (the permanent unlawful presence ground of inadmissibility).

Determining if you are inadmissible after accruing unlawful presence can be complex. If you need help or legal advice on immigration matters, make sure the person helping you is authorized to give legal advice. You can find information about authorized legal services on our  Avoid Scams  page.

According to section 212(a)(9)(B)(ii) of the INA, you accrue unlawful presence if:

• You are present in the United States without being admitted or paroled; or
• You have remained in the United States after the expiration of the period of stay authorized by the DHS secretary.

If you are in the United States without having been admitted to or paroled into the country by an immigration officer, then you started accruing unlawful presence on the day you entered the country without admission or parole.

In general, if you were admitted or paroled into the United States by an immigration officer, you were issued or received a  Form I‑94, Arrival/Departure Record , which shows a specific date when you are required to leave. Typically, you start accruing unlawful presence if you remain in the United States after the date noted on your Form I-94. However, if you are admitted for duration of status (D/S) and your Form I-94 is marked “D/S”, then you may stay in the United States for the duration of your program, course of study, or temporary work assignment to the United States, plus any additional grace periods that may be authorized afterward.

In the  Adjudicator’s Field Manual (AFM) Chapter 40.9.2 (PDF, 1017.74 KB) , we outline when you are considered to be in a “period of stay authorized.” If you are in the United States maintaining lawful status, meet the requirements for an exception, or are otherwise considered to be in a period of stay authorized by the DHS secretary, then you do not accrue unlawful presence.

The law also provides exceptions for accrual of unlawful presence to the following noncitizens:

• Asylees: Time while a nonfrivolous asylum application is pending is not counted as unlawful presence.
• Minors: Children do not accrue unlawful presence while they are under age 18.
• Family Unity beneficiaries: Individuals with protection under the Family Unity program, as provided under section 301 of the Immigration Act of 1990, do not accrue unlawful presence while that protection is in effect.

The law also provides exceptions to the three-year and 10-year unlawful presence grounds of inadmissibility generally for:

• Battered spouses and children: The three-year and 10-year unlawful presence grounds of inadmissibility do not apply to self-petitioners under the Violence Against Women Act (VAWA) and their dependents if they can establish a substantial connection between the battery or extreme cruelty that is the basis for the VAWA claim and the violation of the terms of the noncitizen’s nonimmigrant visa.
• Victims of severe forms of trafficking in persons: The three-year and 10-year unlawful presence grounds of inadmissibility do not apply to trafficking victims who demonstrate that a severe form of trafficking was at least one central reason why they were unlawfully present in the United States.

These exceptions apply only to the three-year and 10-year unlawful presence grounds of inadmissibility found in INA 212(a)(9)(B)(i)(I) and (II). They do not apply to the permanent unlawful presence ground of inadmissibility found in INA 212(a)(9)(C)(i)(I).

In addition to these exceptions provided by law, there are also some special circumstances when your lawful status may have expired or you may have entered without admission or parole, but for purposes of counting your unlawful presence towards the three-year, 10-year, and permanent unlawful presence grounds of inadmissibility, you are considered to be in a period of stay authorized by the DHS secretary. When any of these circumstances described in the  Adjudicator’s Field Manual, Chapter 40.9.2 (PDF, 1017.74 KB)  apply, you generally are not accruing unlawful presence.

If you are a noncitizen and you are not a lawful permanent resident of the United States, you are inadmissible (unless an exception applies) if:

• You accrued more than 180 days but less than one year of unlawful presence during a single stay in the United States on or after April 1, 1997;
• You voluntarily departed the United States before DHS initiated either expedited removal proceedings under INA 235(b)(1) or removal proceedings before an immigration judge under INA 240; and
• You again seek admission within three years of your departure following your accrual of unlawful presence.

The statutory three-year period starts when you depart the United States.

You are not inadmissible under the three-year unlawful presence ground of inadmissibility if you accrued more than 180 days but less than one year of unlawful presence and left the United States after the commencement of removal proceedings, but before the one-year mark. Even if you are not inadmissible under this ground of inadmissibility, you could be inadmissible for other reasons. If you leave the United States after the commencement of removal proceedings, including voluntarily, it is your responsibility to inform the  Executive Office for Immigration Review . If you fail to attend removal proceedings and/or if the immigration judge orders you removed in absentia, you could still be inadmissible, even if the reason you did not attend the removal proceedings was due to your departure.

If you are a noncitizen and are not a lawful permanent resident of the United States, you are inadmissible (unless an exception applies) if:

• You accrued one year or more of unlawful presence during a single stay in the United States on or after April 1, 1997;
• You departed the United States or were removed from the United States under any provision of law; and
• You again seek admission within 10 years of your departure or removal following your accrual of unlawful presence.

The 10-year unlawful presence ground of inadmissibility applies whether you leave before, during, or after DHS initiated removal proceedings.

This statutory 10-year period starts when you depart or are removed from the United States.

If you are inadmissible under the three-year or the 10-year unlawful presence grounds of inadmissibility, you may be eligible to apply for a waiver of inadmissibility. The legal requirements and procedures for applying for the waiver depend on the immigration benefit you seek.

If you are a noncitizen, you may be inadmissible forever under INA 212(a)(9)(C)(i)(I) if:

• You accrued an aggregate period of more than one year of unlawful presence in the United States on or after April 1, 1997, and then departed the United States or were removed from the United States; and
• You entered or attempted to reenter the United States on or after April 1, 1997, without a DHS officer admitting or paroling you into the United States.

“Aggregate period” means the total number of days of unlawful presence that you accumulated during all of your stays in the United States combined.

If the permanent unlawful presence ground of inadmissibility applies to you, you will be permanently ineligible to:

• Receive an immigrant or a nonimmigrant visa to come to the United States;
• Adjust your status in the United States to that of a lawful permanent resident (Green Card holder); or
• Be admitted to the United States at a port of entry.

Although you are permanently inadmissible under this ground, you may ask for permission to reapply for admission to the United States, but only if you have been physically outside the United States for at least 10 years since the date of your last departure. This permission is called “consent to reapply for admission” to the United States. You must apply for consent to reapply for admission from outside the United States. If your application for consent to reapply for admission is denied, then you remain inadmissible on this ground. Additional information about consent to reapply is available on our  Form I-212, Application for Permission to Reapply for Admission into the United States after Deportation or Removal  page.

There may be other ways to overcome this ground of inadmissibility, depending on the immigration benefit that you are applying for. See the next section below entitled, If An Unlawful Presence Ground of Inadmissibility Applies To You, for more information.

Whether an unlawful presence ground of inadmissibility applies to you depends on the immigration benefit you are seeking. Depending on the immigration benefit you are seeking, the law may exempt you from the ground of inadmissibility.

If you are inadmissible due to one or more of the unlawful presence grounds of inadmissibility, you generally cannot obtain a visa from the U.S. Department of State, enter the United States at a port of entry, or obtain an immigration benefit such as adjustment of status (Green Card) in the United States without first obtaining a waiver or another form of relief (such as consent to reapply for admission).

You can find information about some of the waivers or forms of relief on the following form pages:

• Form I-192, Application for Advance Permission to Enter as a Nonimmigrant
• Form I-601, Application for Waiver of Grounds of Inadmissibility
• Form I-601A, Application for Provisional Unlawful Presence Waiver
• Form I-212, Application for Permission to Reapply for Admission into the United States After Deportation or Removal

On June 24, 2022 we published new policy guidance in the USCIS Policy Manual concerning the effect of returning to the United States during the statutory three-year or 10-year period after departure or removal. Under this policy guidance, a noncitizen who again seeks admission more than three years or 10 years after the relevant departure or removal is not inadmissible under INA 212(a)(9)(B), even if the noncitizen returned to the United States, with or without authorization, during the statutory three-year or 10-year period.

Generally, under 8 CFR 103.5(a)(1)(i), a motion to reopen filed by an applicant or petitioner must be filed within 30 days of the decision that the motion seeks to reopen. However, on or before December 27, 2022, you may file an untimely motion to reopen your previously denied application with USCIS on Form I-290B, Notice of Appeal or Motion, and in accordance with the form instructions and filing fee, if:

• You returned to the United States during the statutory three-year or 10-year period;
• You filed your application with USCIS after the expiration of the statutory three-year or 10-year period; and
• We denied your application on or after April 4, 2016, solely based upon inadmissibility under INA 212(a)(9)(B) and your return to the United States during the statutory three-year or 10-year period.

You should write “Return to United States during three-year or 10-year statutory period” to assist with identification and to prevent rejection for untimely filing. We will accept untimely motions to reopen that meet the requirements above. Any individual in litigation on this basis may work through the government’s representative in litigation. If your case is reopened, it will be adjudicated under the new policy guidance

You can find more information on unlawful presence in AFM Chapter 40.9.2 (PDF, 1017.74 KB) . You can also find additional information about grounds of inadmissibility in the USCIS Policy Manual .

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