Temporary workers enjoy the same protection from discrimination and harassment as other employees and the same immigration rules apply. Just because someone works as a Christmas worker does not mean they are subject to the same immigration regime as any other worker, just as the same document checks should be done by an employer. In addition, there is no seniority requirement for the submission of discrimination complaints, so that a fixed-term worker will be able to lodge a complaint in the same way as a permanent worker. Agency workers are generally entitled to the same legal protection as other workers, including the right to fair remuneration and overtime pay, as well as protection against discrimination, harassment, retaliation and unjustified dismissal. Whether you worked for a few days or a few months in a temporary role for a job, you will enjoy many rights similar to those of permanent employees. Background Most seasonal jobs are very temporary, it is common for contracts to be awarded for a limited period of about 12 weeks or less. Therefore, employers could be forgiven for thinking that there are no legal issues to consider. However, when it comes to workers` rights, fixed-term workers are far from being second-class citizens. Below are some of the most common myths and misconceptions that exist around the employment of temporary workers. 2. Count overtime.

The rights of temporary workers also extend to protection under the Fair Labour Standards Act (FLSA). This means that temporary workers, with the exception of workers who fall under one of the exceptions, must generally be paid overtime if they work more than 40 hours per week. The United States Department of Law (DOL) defines a temporary or “temporary” employee as a person hired for one year or less with a specific end date. This end date can be the day the project for which the employee was hired is completed, or when the permanent employee he or she replaces returns from vacation. Some of these laws have eligibility criteria – they usually require you to work for the employer for a certain period of time – but these eligibility criteria are no different for temporary workers than for permanent employees. For example, the CAWP requires you to work for an employer with more than five employees and have been employed for at least one year and 1,250 hours. If you meet these requirements, it doesn`t matter if you are officially designated as a temporary or permanent employee. You can read more about leave laws in any case here. Now that you know the rules for hiring temporary workers and the pros and cons, you can make hiring decisions that best suit your company`s needs. That said, temporary work or a contract role can be a good choice for people who want to learn more about a specific type of job or are looking for immediate employment, as well as for employers who want to fill a position with a time-limited or defined end point that doesn`t require a full-time employee. Here, we define and discuss what it means to be a temporary worker, the pros and cons of hiring temporary work, and the rules for temporary employees. From day one, you are entitled to some of the same rights as a full-time employee in your temporary job.

An important right is, for example, to be informed of new vacancies (full-time or not) that become vacant in the company. Accepting a temporary job is often a good way to find a way into an organization, as jobs are usually advertised internally first. Staffing your company`s temporary staff with your trusted hiring partner is a valuable option. Temporary workers help you build your workforce quickly during periods of growth or busy seasons. Then, when the workload has decreased, you don`t have to worry about too many employees on the payroll without doing enough work – because you`re hiring temporary workers for a scheduled contract period. The hours you plan to work should be determined when you first take a new temporary job, and just like a full-time employee, there are certain regulations that employers must follow with you. 1. Be fair. Temporary workers enjoy the same protections as traditional workers under federal and state equal employment laws, including Title VII of the Civil Rights Act of 1964 (Title VII) and the Americans with Disabilities Act (ADA).