The ideal for a company may be to hire and retain quality, long-term employees, but there are times when you need to fill gaps over shorter periods. Maybe you have a worker out on prolonged leave or a temporary assignment that must be tackled. Whatever the reason, it is important to understand temp labor laws before you decide if hiring a temporary worker is a good fit for your company. Here are a few things to consider.
Length of Employment
Federal laws may cap the length of time that you can retain an employee in a temporary capacity. That may not be an issue if you have a definite start and end date in mind. However, if this is an open-ended situation, you might run into trouble. Generally, it is advisable to hire a standard employee instead of a temp worker for assignments longer than a year.
Potential Cost Savings
Most temp workers do not receive healthcare or other benefits, such as paid time off, so you can often realize cost savings. If you use a staffing agency, workers may receive benefits through that firm. The onboarding process may also be more cost-effective.
Although there are some savings in the onboarding process, you will still need to provide job-specific training. Be sure you want to do that for a short-term situation before hiring a temporary worker.
Hiring a temporary worker is a good move in many situations. Be sure to weigh the pros and cons before making a decision.