Some issues related to temporary staffing

In the United States, there were about 3.4 million staffing agency jobs created during 2013, which is about 2.25% of total national employment as per the report released by the National Employment Law Project. This sector grew by 41% from 2008 to 2012. Majority of Americans who cannot find permanent jobs find temporary jobs as their de facto career without any benefits such as vacation, sick days and insurance. Some of the temporary jobs or temping involves doing job assignments for a few months from one job to the other jobs.

It is estimated that about 30% of the U.S. work force are temporary with about 2.8 million temporary workers in 2013. The end of recession saw about one fifth of the total job growth in the temporary sector. The American Staffing Association states that every year about ten percent of all U.S. workers find a job at a staffing agency and labor suppliers provide workers for their major client employers include Wal-Mart, Nestle and Amazon. The majority of temporary workers are in blue-collar jobs working in factories and warehouses. The merit of working as a temporary worker for the employee is that it offers a great amount of flexibility especially for women workers with kids.

Nevertheless, the temporary job gives the employee or worker a sense of insecurity with temporary staffing agencies, ending the contract without any advance notice or abruptly dismissing the worker from the job. The temp workers are marginalized in the corporate culture with a deep level of unfairness on the part of the staffing agency. A worker who receives unemployment benefits is expected to find any other suitable work. When that worker accepts a position through a temporary staffing agency,then he or she becomes an employee of that agency and not of the company where he performs the work. In case, the temporary job ends or the worker quits the job, he or she may still be an employee of the temporary agency and not necessarily be unemployed and is eligible to resume receiving benefits.

Majority of temporary agencies provides the employee with a copy of their procedures when the employee is first hired and these describe the procedures the employee must follow to obtain the placement and this often involves calling the agency daily to determine if there is a position available whenever the worker is not assigned a job. Failure to call as required could result in the disqualification for unemployment benefits. Even in those cases where the worker accepts a temporary job, but discontinues the job without any good reasons may be disqualified from receiving unemployment benefits.