"The Temp"
Many businesses have used temporary employees before to fill positions while employees are on vacation, out sick etc. Hiring temporary employees can be quite beneficial for the employer and the employee in many ways. The employer can save money and the headache of going through the regular interviewing process. The employee can gain experience and sometimes a temporary job can lead to a permanent position. However, temporary employees are often mistreated by regular permanent employees. These employees have rights too and you should make sure that your business or company make them feel comfortable during their assignment. Not all contract/temporary employees will work-out; however, you are not obligated to keep them on the assignment according to most agreements and contracts. You can request a replacement.
The first common mistake is calling this employee the “Temp”. Perhaps their assignment or position is not a permanent one in the business but “Temp” is not their name. This is very unprofessional and can make the employee feel unwelcome in many circumstances. If you really think about it, with this uncertain economy we are all “Temps”. You never know when your business or the company you are working for can take a drastic turn. Nothing is guaranteed even when it looks very promising. It’s okay to introduce the employee as a temporary employee or contractor but be sure to use their name in the introduction. When mentioning them in a conversation, for example, “see Felicia at the front desk”, on the other hand, do not say, “see the temp at the front desk”. If asked, who is Felicia? Then you can explain that Felicia has been contracted to work at the company for a certain amount of time etc.
Another common mistake is hiring a temporary employee to do one thing but then telling them to do something totally different then the position in which they were hired to do. This employee was not hired to be used and abused. The details of the assignment should be made clear before the job starts and the employee should be paid according to their experience and skills in order to complete the job. Having the employee to do work that was not in the agreement can be a breach of contract with the company and/or the employment agency who hired the employee to do the work. Make sure the employee/employment agency is aware and understand the details of the job thoroughly. Notify the agency immediately if the job requirement changes, so that they can see if this is okay with the employee. If the employee will be given more work then be sure to compensate the employee accordingly. Give the employee a copy of the new job description so that they know what is expected as far as performance.
If your company will be having a luncheon, picnic or some other company event while the temporary employee is aboard, try to include the employee in the event whenever possible. If the temporary employee is required to answer the telephone during a luncheon event, offer to bring the employee a plate from the luncheon or allow the employee to go fix a lunch plate before the event starts. Excluding the employee can make them feel like an outcast and it can have a negative impact on the company as far as ethics and values. This helps to build a relationship with the employee. If the employee does a great job for you, then you never know when you may need to utilize their services again.
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