11-Month Limit Notifications

Temporary Solutions is required by law to notify Agencies in writing of a temporary employee’s approaching 11-month limit due date (G.S. § 126-6.3(a5)).  These notifications must be sent 90, 60 and 30 days prior to the 11-month limit due date. Currently, these notifications are sent via email to the temporary employee, their supervisor, and the HR Representative of their work unit.

Recommended Actions at Each Interval

Our 11-month notifications can be a useful planning tool as temporaries approach their 11-month limit due date. Here are some recommended actions to take at each of the 90, 60 and 30-day intervals:

90 days out

This is a great time to determine how your work unit will accommodate your temporary employee’s separation. If your temporary can finish their project or work assignments prior to their 11-month limit due date, consider creating a calendar of milestones and deliverables for the remainder of their assignment. If your temporary’s job duties will need to be continued after their separation, consider cross-training another employee or hiring a different temporary during the separation period. Temporary Solutions can help you find some great candidates for a role like this.

60 days out   

If you haven’t started to implement your separation coverage plan, now is the time to do it.  If another employee will be performing your temporary’s job duties after separation, it may take some time for them to obtain necessary system security permissions and related training.  This is especially important if you are going to hire a short-term temporary to provide coverage during the separation period.

30 days out

Consider what tasks assigned now will not be completed within the next 30 days and put your transition plan for those into place.  This might mean that your temporary employee has fewer job duties over the next 30 days, or that their involvement in their regular job duties is different than it had been earlier in their assignment.  Also, be sure to check with your work unit’s HR Representative to discuss off-boarding requirements, including entering final time entries and returning any state-issued equipment.