In order to ensure that SEAS abides by all federal and local statutes, as well as Harvard employment policies, hiring managers must contact the SEAS HR office prior to giving anyone either a paid or unpaid appointment, including all appointments that include work in laboratories.

There are two categories of employment at SEAS:

Exempt (Administrative/Professionals)
Employees in this group are exempt from overtime under the FLSA and are compensated on a straight salary basis for the work produced, not hours worked. They provide executive, administrative, or professional support directly or indirectly to the various programs and activities of Harvard. These positions are benefited. 

Non-exempt (Support Staff)

Employees in this group are covered by the overtime provisions of the FLSA and are therefore compensated on an hourly basis for actual hours worked in the performance of the job. Support Staff (overtime-eligible) positions include those that provide clerical, secretarial, technical, service, maintenance, and other support for the various functions of the Harvard. These positions are benefited. 

Types of Appointments

  • Exempt and non-exempt staff
  • Works at least 35 hours per week
  • Benefited position
  • Exempt and non-exempt staff
  • Works a minimum of 17.5 hours per week
  • Benefited position

Term employees are usually filling positions that are supported by sponsored research funding that may end when the grant ends. If the position is funded by sponsored funds, it must be a term appointment. These positions may be full-time or part-time.

  • Exempt or non-exempt staff
  • Appointment is for a specified period (must be a minimum of 3 months)
  • Commonly used for positions with sponsored research funding
  • Benefited position
  • Exempt and non-exempt staff
  • Limited appointments with a predetermined end date
  • May work up to 40 hours per week on a specific, short-term, non-continuing appointment
  • Appointment may not exceed 90 days. 
  • Must wait eight (8) months after end of temp appointment before starting a new one
  • Paid interns (including students from other colleges and universities working in credit-bearing program, such as a co-op) are considered temps. An employee who holds a full- or part-time position may also have a Temporary job.
  • Not a benefited position

    See the Temporary Hire Employment Process page.
  • Exempt and non-exempt staff
  • May work no more than 14 hours per week
  • Does not require an end date
  • Includes non-Harvard students
  • Not benefited

    See the Temporary Hire Employment Process page.
Student Temps
  • Harvard students only
  • Full-time Harvard Extension School students
  • 20 hours/week maximum during academic year (when classes are in session)
  • 40 hours/week maximum during Intersession, and summer
  • Questions related to hiring students receiving Federal Work Study and Faculty Aid should be directed to HR.

    See the Temporary Hire Employment Process page.
Contingent (Temp Agency) Workers

In certain situations, when there is not sufficient time to advertise for a temporary position, the use of a temp agency worker may be necessary. University-wide policies, as well as union contractual agreements, impose restrictions on how these workers may be used. No office within SEAS should employ a temporary agency worker without first coordinating with the Human Resources office.

See the Temporary Hire Employment Process page.

Unpaid Interns and Volunteers

In rare cases, some units may have a need or a desire to employ an unpaid intern or a volunteer. Harvard’s Office of the General Counsel has very specific guidelines that apply to this type of work. Before any intern or volunteer is considered, the supervisor must first consult with Human Resources for approval and to ensure compliance with all University procedures.

Employment of Minors

Minors (persons under age 18) are protected by both state and federal laws, which restrict the number of hours minors may work and the occupations in which they may work. Note that these rules apply whether or not the minor receives any compensation for his or her work. SEAS policy provides that employees must be at least 16 years of age.

Please familiarize yourself with the Youth Protection Policy, and visit the Youth Protection at Harvard website for detailed information on how to employ minors at Harvard. Please also familiarize yourself with the Policy for the Saftey and Protection of Minors.