December 18, 2014
As a contracting company, you should never try to fill the shoes of a primary employer-but there are a lot of things you can do to ensure temporary workers are satisfied and comfortable in your workplace. Both agency representatives and temporary employees offer the following suggestions:
- Be sure the temporary staff member is introduced to other employees and that he or she understands the role of the temporary employee, the length of time he or she is expected to be with the company and the projects he or she will be responsible for.
- Take pains to ensure that the managing supervisor fully understands the procedures and policies that apply to the relationship between the company, the temporary agency and the assignment employee. Who does the temporary worker call when sick? How is the employee evaluated? How are pay increases determined? Can the assignment employee apply for job openings within the company?
- Consider whether the temporary employee should be authorized to approve small purchases or invoices. For instance, if a project needs to be taken to a local quick printer, can the assignment employee approve the expense?
- Examine internal distribution of company information. Since temporary employees are not included on the corporate payroll and, consequently, internal mailing lists, they may be overlooked when important company information is distributed.
- Remember that assignment employees have individual needs and desires. Don't assume that all employees necessarily want to be involved in company activities, or that they're eager for full-time employment. Many contract employees are contract employees specifically because they prefer the flexibility of that status.
Personnel Journal, August 1996, Vol. 75, No. 8, p. 48.