- Temporary employees are most often required to follow many of the same rules followed by full-time, permanent employees. For example, temps are required to work specified hours, follow dress codes and ethics codes. Plus, temps must observe and execute any applicable laws or rules. For example, those working in the medical field must follow Health Insurance Portability and Accountability Act laws when handling patient information. While being a temporary employee has many benefits, such as flexible scheduling, there are drawbacks. For example, most temporary agencies don't offer benefits. Temps who do receive benefits often elect not to purchase them because they can be unreasonably expensive because employment agencies don't usually pay a portion as permanent employers do.
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Employers must observe certain rules when hiring temporary employees. First, they should be aware of and follow any state-specific laws. Then, it's important to find out whether the temporary employee is part of a union, and if so, to determine any special action or provisions that must be taken. All state and agency policies should be followed, as with permanent employees, except when temporary employees are specifically excluded from a particular application of the policy.
Employers should complete and maintain proper paperwork, including status changes and assignment extensions or terminations. Include the purpose of the temp's employment with the company and the expected end date of employment.
If a temporary employee is injured at work, they are treated exactly like a permanent employee in the same situation. Note: an employee who is injured at work, temporary or otherwise, becomes a member of a protected class. A protected class means that a worker is covered by U.S. anti-discrimination laws. People covered under these laws cannot be discriminated against based on race, ethnicity, religion, age, sex, family status, sexual orientation, disability or veteran status.
If a temporary employee is a member of a protected class, the employer should take care to document any mistakes and disciplinary action in case termination becomes necessary. In most cases, employment agencies will deal directly with the employee on behalf of the employer.
Temporary employees have the same rights as permanent employees when it comes to sexual harassment, and employers must investigate and resolve any claim as they would for a permanent employee.
Employers are not required to disclose sensitive company information or even invite temporary employees to company or department meetings.
As a final point, employers should specifically train management and other company employees on how to document work completed by temporary employees as well as how these employees should be treated.
