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Temporary workers have assumed an important place in the ongoing personnel strategies of many companies, large and small. The cost savings of staffing with temporary employees can be attractive to many businesses, especially in an atmosphere of downsizing, restructuring, and cost cutting. Hiring temporary staff should not be done casually, however. Many companies simply call a temporary agency and say something like, “Send me someone who knows Windows.” They may not realize that they have the option of interviewing temporarycandidates just as they do when hiring an employee, and they should certainly take advantage of this option to ensure a good fit (see Chapter 2).

The human resources department plays a critical role in defining the relationship between the temporary worker and the organization. In addition to selecting the most appropriate candidate, a key to establishing a successful temporary work relationship is setting clear expectations. Too often temporary workers seem to become “part of the woodwork.” They work at a company through the temporary agency, yet they feel a close affinity with the company they physically operate from each day. This can lead to frustration both for the temporary worker and for other employees, who wonder, “Why don’t we just hire this person full time and provide them with benefits and proper pay?” The perception can be that the company is taking advantage of the temporary worker. It is critical to make clear at the outset exactly what is expected of the temporary employee and what the length of the relationship will be. Having done this, companies must also ensure that they communicate any changes in expectations as time goes by. This is an ongoing activity, not something that can be done once at the beginning of a relationship, and then ignored.

It is important that companies be able to explain — to managers and employees, as well as to the temporary employee — the basis behind the decision to make the position a temporary one.

One reason you should carefully manage the relationship between your company and any temporary employee is the possibility of co-employment. Co-employment occurs when two or more companies (typically your company and a temporary agency) jointly administer responsibilities, salary and benefit reviews, counseling, and selection or termination of an assignment employee. If co-employment is found to exist, each company is liable for the employment decisions made by the other. If an assignment employee files a legal complaint and wins, both the agency and the client company could be responsible for any damages awarded.

To avoid problems with co-employment in your temporary employee work arrangements —

• report any absences, tardiness, or unacceptable behavior to the agency;

• refer all questions relative to pay, benefits, duration of position, or opportunity for employment to the agency;

• inform the agency about any changes in an employee’s work schedule; and

• assist the agency in evaluating employees by completing quarterly or annual surveys.

Do not —

• inform any temporary employee that he or she is terminated or suspended — notification must come through the temporary agency;

• discuss pay rates, increases, incentives, or bonuses;

• discuss opportunities for full-time employment;

• extend an offer for employment; or

• request that an assignment employee complete timecards/forms with your company’s name on them.