PACE services include temporary and contract staffing, temp to hire auditions, direct hire professional recruiting services, Employer of Record (payroll) services, and a large menu of candidate assessment services our clients can purchase a la carte. get connected. 0 Author-Jeanne, Blog, Featured in Newsletter, Flexible Staffing Strategies, INFO AND RESOURCES FOR EMPLOYERS, Legal Issues - Staffing, LOCAL NEWS AND TRENDS - EMPLOYMENT, STAFFING, Temporary Staffing.Best Practices, What's New in Staffing? Most of our clients who regularly hire our temporary employees have rules whereby an employee will either be hired or removed from their assignment after a defined period. While we will provide information on the operational risks an employer might face by either limiting or extending assignment lengths, in the end, it is a decision that is made by both the employer and the employee. For example, agencies may make time-limited appointments in order to accomplish project work, to accommodate extraordinary workload, or to continue functions when future funding is not certain. The Code of Federal Regulations, 5 CFR 316, Subpart C, Term Employment, and Subpart D, Temporary Limited Employment, provide the framework within which Federal agencies can make time-limited appointments. Your email address will not be published. GSA may not fill a position by temporary appointment if that position has previously been filled by temporary appointment(s) for an aggregate of 2 years, or 24 months, within the preceding 3-year period. We are yet to see if MS can effectively enforce this policy without exception as we know first hand the negative impact of losing a valued worker – even if the are not an employee hired directly. To provide feedback on performance thru the employee’s staffing vendors, not directly. Pace Staffing Network: Thinking About Becoming a Temporary Employee? A "temporary" employee is one employed for a limited and specific period of time. The number of temporary positions is increasing, the U.S. Bureau of Labor Statistics reported in 2013. The impact to productivity and morale  is often highly visible when temporary workers are asked to work side by side core employees doing the same or similar work. 1. In a series of white papers, ASA challenged  the employer community regarding their assignment limit policies claiming  that “the length of a temporary assignment” is only one, of multiple factors, important to establishing the employee- employer status and does not in and of itself mitigate the risk of misclassification. Additionally, since many seasonal jobs can be performed on evenings and weekends, regular employees can earn a second income for a certain period of time as a seasonal employee. And even though the arguments of the ASA prevailed, the wake of the MS lawsuit still exists. Many analysts believe that had MS obtained all of their temporary workers at the time of the lawsuit thru a third party employer, instead of hiring many of their temporary workers directly classified as 1099s, it is possible that some of the mis-classification claims could have been avoided.