Service levels and fees
Table of Contents
Last updated: August 18, 2025
Our approach
UTemp takes pride in partnering with our hiring clients and providing exceptional, timely and responsive service to:
- Recruit, screen and match qualified candidates
- Manage onboarding/offboarding and execute business processes in Workday
- Support employee relations and performance needs
Through the intake process, UTemp’s recruiters seek to understand your unique staffing situation. We partner with you to finalize a job description and then review our pool of candidates to find one who is available and qualified to meet the specific work needs in your unit.
Our recruiters ask about the intended length of the work assignment so that we can place a candidate who is available for the expected duration. While there is no guarantee the employee will stay for the full duration, there’s also no guarantee of employment to the UTemp employee should the position need to end sooner than anticipated.
Our fee structure
UTemp is a self-sustaining unit that charges fees to cover the expenses of providing our services. Our aim is to break even, and not make a profit, so we can keep our rates as low as possible.
Our intake process requires two costing allocations—one for salaries/benefits and one for UTemp’s service fee. As a self-sustaining unit, UTemp charges a $3.75/hour service fee for each hour the temporary employee works in a pay period (learn more about the change from the previous 38% markup).
- Departments directly pay temp employee salaries and benefits, just like with regular staff.
- Departments also pay for nonpermanent employees’ paid time off, including holidays and approved time off. Please note that most nonpermanent employees do not carry-over significant time off; should a temp require extended leave, you can work with UTemp to cancel an appointment and find a replacement, if necessary.
This fee structure provides costing transparency, with salaries and fees clearly separated, as well as simplified grant compliance due to charges falling under appropriate salary and service categories.
Additional fees you may incur:
- A $75 cancellation fee will be applied if a department cancels a job order after UTemp refers a suitable candidate for placement. This fee may be waived by the recruiter with good reason, such as canceling due to budgetary concerns, the unit’s decision not to fill the staffing need, or if UTemp was unable to refer a qualified candidate in a timely manner.
- If a department transfers someone who UTemp referred to a direct hire position within three months, a fee will be incurred:
- Direct hire fee: If hiring a UTemp employee directly as a temp or nonperm before three months, an equivalent of $3.75 an hour will be charged for the hours short of 3 months.
- Example: UTemp sources and hires an employee for a department who is expected to be needed for 6 months, beginning Aug 1. If the department directly hires the employee into a new nonperm or temp position at the end of September, UTemp will charge $3.75 an hour on the hours worked by the employee in October.
Four-hour minimums
With advance notice, UTemp can fill staffing assignments for one-day jobs with a minimum of four hours. The department must compensate employees for a minimum of four hours if they arrive at work and are sent home because there is no work to do and the department has not made a good-faith effort to communicate with the employee to cancel their arrival.
If there’s an expectation that work shifts may fluctuate and it is understood that there may be times when the employee is not needed, there should be a mutual understanding between the department and the employee that their work may not be needed some days, or they may work shorter shifts on some days. These situations are not subject to the four-hour minimum.
What we expect from our hiring partners
- Our candidates are eager to work, and UTemp seeks to find placements for them quickly before they accept positions elsewhere. When we refer a candidate to you for consideration, we ask that you make a decision as quickly as possible to the suitability of the candidate to perform your needed work.
- No offer of employment (verbal or otherwise) should be given to a candidate until all the pre-hire processes are confirmed and completed by UTemp. There are specific processes that must happen pre- and post- offer, so we ask that you work closely with your UTemp recruiter on next steps.
- UTemp should not be considered as an option to circumvent the regular hire process, or to screen applicants “on- the-job” for permanent vacancies.
- Once UTemp has placed a candidate in your department, they should not be hired directly by your department, unless the candidate is selected for a permanent vacancy through competitive recruitment.
- While many of our workers do apply for, and are considered for, regular positions, finding the exact long-term match for your permanent staffing needs should be directed to UWHR recruiting teams rather than UTemp Staffing.
- Clients should not initiate a transfer of a UTemp employee to a direct-hire position without first consulting with UTemp:
- There is a business process that UTemp is required to complete in Workday to approve the job change of a UTemp worker.
- If the department is trying to convert the UTemp employee to a direct hire, an additional fee may be charged as needed to recoup UTemp costs. (See direct conversion and direct hire fees above.)
Learn more about managing your UTemp assignment from start to finish.