Office of Human Resources

Engagement of Consultants/Independent Contractors

Policy

From time to time University Managers and administrators will need to consider whether work for the University is best undertaken by a direct employee (under an employment contract) or by a consultant or independent contractor (under a contract for services).

It is essential that the nature of the contractual relationship is determined, and that the appropriate written contract is in place, before any work is undertaken.

Contract of Employment

An employment contract is generally appropriate where the University will exercise a reasonable degree of control over aspects of the work such as when, where or how the work will be undertaken, and how the individual integrates with the organisation.

For information and advice on Employment contracts (casual, fixed term or ongoing) please see the Office of Human Resources Web-site.

No employee may start work without a written contract. Where an urgent engagement is required, casual employment can be organised very quickly, as an interim arrangement.

Contract for services

A consultant or independent contractor arrangement may be appropriate where the university is paying for a consultancy, or the completion of a definable task or project. Where a contract for services is being considered in relation to academic work, care must be taken to ensure that the University statutes and duties to students are taken into account.

All contracts for service require the approval of the Manager Strategic Procurement. For information please see the Strategic Procurement web-site or contact the Manager Strategic Procurement. No work may undertaken by a consultant/independent contractor unless the University’s Consultancy Services Agreement has been signed.

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HTML last modified: Friday, 25 July 2008
Modified by: Michael JonesAuthorised by: Karen Cooper, Director, Office of Human Resources, Division of Corporate Services
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