Remote Hiring and LLC Guidelines
OLL Services LLC was designed to assist with hiring remote employees outside of the state of Idaho. Its primary use has been to employ online instructors.
Since its inception, the types of contracting provided to our remote employees has expanded to include leadership roles and development contracts. However, there are limitations related to extending non-teaching contracts to online instructors through the LLC.
Additionally, there are specific government regulations that impact hiring decisions, including the Affordable Care Act and providing benefits to included and excluded employees.
This document outlines components that must be considered when preparing non-teaching contracts being offered through the LLC.
Less than five percent of total online course facilitator expenditures may go to development contracts.
Online instructors should not be consistently contracted to perform work normally managed by a campus employee. Primarily, this refers to curriculum design work but could potentially include other responsibilities. LLC employees are in an excluded class of employment and are not eligible for financial benefits. This exclusion is at risk when they are asked to complete work typically done by BYU-Idaho employees who are in an included employment class. All LLC employees would be eligible for financial benefits if this exclusion were to be removed, which would generate significant cost.
Instructors should not be contracted for on-going projects which require consistent development contracts over extended periods of time. Development contracts should typically be for one semester only, though two consecutive semesters may be allowed in rare situations.
Development or leadership contracts should be avoided during semesters when the employee is not simultaneously teaching. If this is not possible, the employee must have had a teaching contract in the semester prior and a pending contract expected following the semester in which they only have development or leadership contracts. They may not go two semesters in a row with only development or leadership contracts without also simultaneously teaching.
Situations requiring development work for longer than two semesters in a row should be coordinated through BYU-Idaho Human Resources and should be managed as long-term temporary employment. However, only those residing in Idaho and Utah are eligible for this option. Approval must be obtained through BYU-Idaho’s President’s Council for long-term temporary employment.
Employees may not be employed part-time by two separate church entities. Therefore, a part-time long-term temporary employee would be required to end online teaching through the LLC until their temporary work concluded. Exceptions to this rule may be made with approval from Presidents of both entities. However, should the combined work hours exceed an average of 30 hours/week, insurance benefits must be provided, or all employment would need to be terminated for 26 weeks (6 months). Approvals for exceptions must also include an agreement as to which entity would incur any potential benefit costs.
Full-time long-term temporary employees must wait 26 weeks (6 months) to resume part-time work once their temporary employment concludes. Stipulations of the Affordable Care Act require the last employer to provide insurance benefits if the employee is eligible. The LLC does not provide insurance benefits which requires this mandatory break in service.