If temp workers are becoming a growing part of your workforce, this is certainly something to prioritise.
Not exact matches
Dig Deeper: The Case for Self - Insurance Health Care Reform and Small Business:
If You Have 50 Employees Starting now, companies that are growing or which are already hovering around 50 employees should make sure they can document exactly how they count employees versus contract
workers,
temps, and full - time equivalents.
Of particular concern are buyout clauses that require a bounty to be paid to the agency
if a firm hires a
temp worker permanently.
We've been told more than once by shelter
workers that
if it's a Jindo, it's a guaranteed
temp test «fail».
- He gets tons of press (way more than NOAA)-- He put GISS on the map (
if it wasn't for Hansen and his stunts no one would care about the GISS
temps)-- He gets tons of funding for his dept. (will say and do anything for more press and funding)-- He gives all his fellow dept.
workers job security — He has no Ethics (good for government work)-- Face it He is the King of the Scientificness «Grant Whores»
As the the
temp agency is considered by the WSIB as the
worker's employer
if they are hurt on the job, the practice of experience rating means it is the agency which is liable for higher premiums based on injury claims rates, not the client employer.
If you have applied directly for employment with a company hiring
temp workers, you will interview with a hiring manager at the company.
That's because of the
temp agency, or the employer
if they are hiring direct, wants to hire temporary
workers who can commit to the job only for as long as needed.
The agreement with employers allows the agency to receive a finder's fee
if the employer wants to hire the
temp worker in a permanent role.