The temp jobs industry started shortly after the end of World War II with the founding of several key companies, such as Kelly Services and Manpower, Inc. Since then, it has become a multi-billion dollar industry and a lifesaver to numerous companies. The popularity of temp jobs has increased dramatically over the last few years and, as a human resources agent, it's important to understand how to handle employees in this category.
According to a CBS Moneywatch article by Margaret Heffernan, approximately 31 percent of companies will hire temporary workers this year. About 2.7 million people (16 percent of whom are employed as human resources professionals) are in temporary work positions, the highest number ever recorded. There are several reasons for this, the primary of which is the recent recession that caused many companies to cull staff among their ranks. As the economy slowly improves, companies are foregoing hiring permanent staff in favor of bringing in temp workers to pick up the slack.
There is some controversy surrounding the growing trend of hiring temporary or semi-permanent employees, but the fact remains that these people can be a valuable asset for companies with too much work and one or more challenges that prevent them from recruiting permanent help. If your company is considering bringing in people to fill temp jobs, there are a few things you need to know.
People in temp jobs are different from regular employees in that they are considered independent contractors. This means you are not required to provide benefits, withhold money (federal or state taxes, Medicare, or Social Security) from their wages, or pay unemployment taxes for them. Typically, this is handled by the temp agency or the individual. If the person is paid above a certain amount, however, you are required to report the income to the IRS.
Temp workers are still protected under employment and labor laws designed to shield employees from discrimination and harassment as well as those that cover health and safety issues. Your company could still be subjected to lawsuits and criminal charges if your employee's rights are violated. Having a non-discrimination policy and adhering to OSHA requirements for your industry can help prevent many of these issues from arising.
Most people who work in temp jobs are experts in their fields. Therefore, they generally do not require an extensive amount of training. You do want to spend some time, though, bringing the person up to speed on job requirements and expectations. In addition, helping the person understand the company's culture can make it easier for the individual to adjust to the workplace.
The temp jobs industry is a permanent fixture in the American workplace and some people predict it will only grow larger as time goes by. Taking time to learn about temporary work and how to manage these employees will allow you to take full advantage of the benefits the practice offers.
(Photo courtesy of David Castillo Dominici / freedigitalphotos.net)
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