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Working as a temporary employee helps employees….
A Quick Q & A about what its like to be a “temp”:
With some exceptions, temporary work typically works best for employees who have already mastered a certain set of skills or have a level of expertise that doesn’t require a lot of on the job training. Most employers expect a temporary employee to come to work fully prepared to perform.
Some of the personal qualities that would be important to your success would include…
Last but not least, one of the most important qualities employers look for in their temporary workers is RELIABILITY – a solid track record of coming to work every day – on time, ready to work. We often see employers setting higher standards of attendance for their temporary workers compared to their core employees.
In most cases yes. First of all, there are far more temporary jobs than there are traditional jobs, but also the selection processes and hiring standards employers use for onboarding a temporary employee are often less strenuous when compared to the hiring process you would have to go thru to be hired for a more permanent role. One of the reasons why employers use temporary employees is that they can be onboarded quickly.
A temporary job is just that – temporary. Legally it can start and end without notice.
Contract assignments, on the other hand, typically involve a contract between the employer and the employee (or their representative) stating the terms and conditions that get applied to the employee and employer – i.e. the length of the assignment, work content, results expected, etc.
For most of PACE’s temporary assignments, our employer clients do not ask you to sign a contract.
Many contract workers are self employed and do not work for an agency in a W2 capacity. They work for themselves, pay themselves, and file taxes as an independent business. Temporary employees on the other hand are always W2 employees, and typically work for an agency who contracts with an employer to provide them with temporary staff.
While the temporary and contract language is often used interchangeably, but from a legal perspective reflect different types of employment.
Temporary assignments start and stop “at will”. Your assignment can end without cause and with minimal notice.
That said, most of the employers we represent take seriously their commitment to their temporary workers, and only in highly unusual circumstances are assignments cancelled before the assignment is completed unless, for some reason, there is an issue with the worker’s performance.
The anticipated “length of an assignment” will be shared with you at the time you are presented with the assignment opportunity. While most of the temporary assignments we place are targeted to last 3 months or less, the range can be anywhere from a few days to several years.
No. One of the most important benefits of becoming a temporary employee is that you get to choose when and for whom you work. In fact, when we offer you an assignment, we don’t want you to accept the assignment unless you are fully committed to completing it.
PACE realizes that things can come up in life that sometimes requires them to adjust their work commitments. We also know that an employer can change a condition of an assignment in a way that significantly changes how it was described to you, and can be a legitimate reason for ending an assignment without impacting your relationship with PACE.
Ending an assignment for casual reasons, on the other hand, can become grounds for termination, and PACE will not assign you elsewhere.
All employees who work for PACE on temporary or contract assignments are paid weekly, every Friday.