Temporary work - wikipedia Temporary work It has been suggested that labour hire be merged into this article. ( Discuss ) Proposed since June 2017. The examples and perspective in this article deal primarily with the United States and do not represent a worldwide view of the subject. You may improve this article, discuss the issue on the talk page. ( August 2016 ) Temporary work or temporary employment refers to an employment situation where the working arrangement is limited to a certain period of time based on the needs of the employing organization. Temporary employees are sometimes called `` contractual '', `` seasonal '', `` interim '', `` casual staff '', `` outsourcing '', `` freelance '' ; or the word may be shortened to `` temps ''. In some instances, temporary, highly skilled professionals ( particularly in the white - collar worker fields, such as law, engineering, and accounting ) refer to themselves as consultants. Temporary workers may work full - time or part - time depending on the individual situation. In some instances, temporary workers receive benefits ( such as health insurance ), but usually benefits are only given to permanent employees as a cost - cutting measure by the employer to save money. Not all temporary employees find jobs through a temporary employment agency. With the rise of the Internet and ' gig economy ' ( a labor market characterized by the prevalence of short - term contracts or freelance work as opposed to permanent jobs ), many workers are now finding short - term jobs through freelance marketplaces : a situation that brings into being a global market for work. A temporary work agency, temp agency or temporary staffing firm finds and retains workers. Other companies, in need of short - term workers, contract with the temporary work agency to send temporary workers, or temps, on assignments to work at the other companies. Temporary employees are also used in work that has a cyclical nature, requiring frequent adjustments to staffing levels. Contents 1 History 2 Post-Fordism 3 Agencies 3.1 Benefits for client firms 3.2 Growth of temporary staffing 3.3 Abuse in the temporary staffing industry 4 Occupational Safety and Health 5 Pros and cons 5.1 Pros 5.2 Cons 6 Legal issues 7 See also 8 References 9 External links and further reading History Trends in Temporary Work ( US ) : source : D.H. Author, Outsourcing at Will : The Contribution of Dismissal Doctrine to the Growth of Employment Outsourcing The staffing industry in the United States began after World War II with small agencies in urban areas employing housewives for part - time work as office workers. Over the years the advantages of having workers who could be hired and fired on short notice and were exempt from paperwork and regulatory requirements resulted in a gradual but substantial increase in the use of temporary workers, with over 3.5 million temporary workers employed in the United States by 2000. There has indeed been a great paradigm shift since the 1940s in the way firms utilize the temporary worker. Throughout the Fordist era, temporary workers made up a rather marginal proportion of the total labor force in North America. Typically, temporary workers were white women in pink collar, clerical positions who provided companies with a stop - gap solution for permanent workers who needed a leave of absence, when on vacation or in illness. In contrast, in the Post-Fordist period, characterized by neoliberalism, deindustrialization and the dismantling of the welfare state, these understandings of temporary labor began to shift. In this paradigm, the idea of the temporary worker as a stopgap solution to permanent labor became an entirely normative employment alternative to permanent work. Therefore, temporary workers no longer represented a substitute for permanent workers on leave but became semi-permanent, precarious positions routinely subject to the threat of elimination because of fluctuations in a company 's products. In the context of today 's temporary labor force, both people and positions have become temporary, and temporary agencies use the temporary worker in a systematic and planned, as opposed to impromptu manner. Post-fordism As the market began to transform from Fordism to a post-Order regime of capital accumulation, the social regulation of labor markets and the very nature of work began to shift. This transformation has been characterized by an economic restructuring that emphasized flexibility within spaces of work, labor markets, employment relationships, wages and benefits. Most governments in Western Europe started to deregulate temporary work. And indeed, global processes of neoliberalism and market rule contributed greatly to this increasing pressure put on local labor markets towards flexibility. This greater flexibility within labor markets is important at the global level, particularly within OECD countries and liberal market economies ( see liberal market economy ). The temporary labor industry is worth over € 157 billion per year, and the largest agencies are spread across over 60 nations. The biggest temporary work agencies are most profitable in emerging economies of the Global North, and those that have undergone market liberalization, deregulation and ( re ) regulation. The desire to market flexible, adaptable temporary workers has become a driving, monetary oriented objective of the temporary work industry. This has caused individual agencies to adopt practices that focus on competition with other firms, that promote `` try before you buy '' practices and that maximize their ability to produce a product : the temporary worker. Through this process, the ideal temporary worker has today become largely imagined, produced and marketed by temporary agencies. Agencies The role of a temp agency is as a third party between client employer and client employee. This third party handles remuneration, work scheduling, complaints, taxes, etc. created by the relationship between a client employer and a client employee. Client firms request the type of job that is to be done, and the skills required to do it. Client firms can also terminate an assignment and are able to file a complaint about the temp. Work schedules are determined by assignment, which is determined by the agency and can last for an indeterminate period of time, extended to any point and cut short. Because the assignments are temporary, there is little incentive to provide benefits and the pay is low in situations where there is a lot of labor flexibility. ( Nurses are an exception to this as there is currently a shortage ). Workers can refuse assignment but risk going through an indeterminate period of downtime since work is based on availability of assignments, which the agency can not `` create '' only fill. Whether the work comes through an independent gig economy source or a temp agency, when a temporary employee agrees to an assignment, they receive instructions pertaining to the job. The agency also provides information on correct work attire, work hours, wages, and whom to report to. If a temporary employee arrives at a job assignment and is asked to perform duties not described when they accepted the job, they may call an agency representative for clarification. If they choose not to continue on the assignment based on these discrepancies, they will most likely lose pay and may undermine chances at other job opportunities. However, some agencies guarantee an employee a certain number of hours pay if, once the temporary employee arrives, there is no work or the work is n't as described. Most agencies do not require an employee to continue work if the discrepancies are enough to make it difficult for the employee to actually do the work. A temporary work agency may have a standard set of tests to judge the competence of the secretarial or clerical skills of an applicant. An applicant is hired based on their scores on these tests, and is placed into a database. Companies or individuals looking to hire someone temporarily contact the agency and describe the skill set they are seeking. A temporary employee is then found in the database and is contacted to see if they would be interested in taking the assignment. It is up to the temporary employee to keep in constant contact with the agency when not currently working on an assignment ; by letting the agency know that they are available to work they are given priority over those who may be in the agency database who have not made it clear that they are ready and willing to take an assignment. A temp agency employee is the exclusive employee of the agency, not of the company in which they are placed ( although subject to legal dispute ). The temporary employee is bound by the rules and regulations of the client firm, even if they contrast with those of the company in which they are placed. Benefits for client firms There are a number of reasons as to why a firm utilizes temp agencies. They provide employers a way to add more workers for a short term increase in the workforce. Using temps allows firms to replace a missing regular employee. A temp worker 's competency and value can be determined without the inflexibility of hiring a new person and seeing how they work out. Utilizing temp workers can also be a way of not having to pay benefits and the increased salaries of a regular employees. A firm can also use temp workers to vary compensation in what would normally be an illegal or impossible manner. The role of temp workers in the work space can also have the effects of coercing regular employees into taking more work for less pay. Additionally, temp workers are less likely to sue over mistreatment, which allows firms to reduce the costs of employment in high - stress, regulated jobs. Growth of temporary staffing Temp agencies are a growing part of industrial economies. From 1961 - 1971 the number of employees sent out by temporary staffing agencies increased by 16 percent. Temporary staffing industry payrolls increased by 166 percent from 1971 to 1981, and 206 percent from 1981 to 1991, and 278 percent from 1991 to 1999. The temporary staffing sector accounted for 1 out of 12 new jobs in the 90 's. In 1996, $105 billion, worldwide, in staffing agency revenues. By 2008, $300 billion was generated, worldwide, in revenues for staffing agencies. The Temporary Staffing Industry accounts for 16 % of job growth in the U.S. since the great recession ended, even though it only accounts for 2 % of all - farm jobs. This growth has occurred for a number of reasons. Demand in temporary employment can be primarily attributed to demand by employers and not employees A large driver of demand was in European labor market. Previously, temporary employment agencies were considered quasi-legal entities. This reputation shied potential client employers away. However, in the later half of the 20th century, there would be shift predominated by legal protections and closer relationships with primary employers. This combined with the tendency for growth of the TSI in countries where there are strict regulations on dismissal of hired employees but loose regulations on temporary work, growth is much faster compared to industrialized nations without these labor conditions. Abuse in the temporary staffing industry Staffing agencies are prone to improper behavior just like any other employer. There have been cases of some temp agencies that have created and reinforced an ethnic hierarchy that determines who gets what jobs. Temps have been told to be a `` guest '' and not a worker, which can lead to worker exploitation. One ramification is that temps have to deal with sexual harassment and are sometimes encouraged not to report it, and in some rare cases encouraged to make themselves `` sexually available ''. An additional ramification of temp workers `` guest '' status is being at the bottom of the workplace hierarchy, which is visually identifiable on ID cards, in different colored uniforms, as well as the encouragement of more `` provocative dress ''. Their `` guest '' status often means, temp Workers are unable to access on - site workplace accommodations and are n't included in meetings despite the length of their time working at the client firm. This is all compounded by a work system in which temps must file complaints about clients through the temp agencies, which, often enough, not only disqualifies them from another assignment at that firm, it disqualifies them from receiving an assignment from that temporary agency upon review. Since a client firm is harder to replace than a client employee and there is no disincentive to not giving a complaining employee, an assignment ; there is an incentive for agencies to find employees who are willing to go along with the conditions for client firms, as opposed to severing ties with firms that routinely violate the law. Occupational safety and health Temporary workers are at a high risk of being injured or killed on the job. In the USA in 2015, 829 fatal injuries ( 17 % of all occupational fatalities ) occurred among contract workers. Studies have also shown a higher burden of non-fatal occupational injuries and illnesses among temporary workers compared to those in standard employment arrangements. There are many possible contributing factors to the high rates of injuries and illnesses among temporary workers. They are often inexperienced and assigned to hazardous jobs and tasks, may be reluctant to object to unsafe working conditions or to advocate for safety measures due to fear of job loss or other repercussions, and they may lack basic knowledge and skills to protect themselves from workplace hazards due to insufficient safety training. According to a joint guidance document released by the Occupational Safety and Health Administration ( OSHA ) and the National Institute for Occupational Safety and Health ( NIOSH ), both staffing agencies and host employers ( i.e., the clients of staffing agencies ) are responsible for providing and maintaining a safe and healthy work environment for temporary workers. Collaborative and interdisciplinary ( e.g., epidemiology, occupational psychology, organizational science, economics, law, management, sociology, labor health and safety ) research and intervention efforts are needed to protect and promote the occupational safety and health of temporary workers. Pros and cons Pros Easy hire : Those meeting technical requirements for the type of work are often virtually guaranteed a job without a selection process. In this sense, it could be argued that it would be easier to find work as a temporary worker. Also, in some cases, agencies will hire temporary workers without submission of a resume or an interview Potential for flexible hours There is an opportunity to gain experience -- companies are all unique, so the temporary worker will be exposed to a plethora of different situations and office procedures There are companies that do not hire internally and use these staffing services only. They are a good gateway to get employment with a certain company. Try Before You Buy - Temporary staff allowing a business to ' TRY ' a worker as part of their team and to confirm that they are the perfect fit before taking them on board long - term, if needed. Cons Workers, scholars, union organisers and activists have identified many cons associated with temporary work, and more recently the gig economy. These include : Lack of control over working hours and the potential for immediate termination for refusing an assigned schedule. Positions often are with high turnover rates. Research suggests that plants choose temporary workers over permanent ones when they expect output to fall, which allows them to avoid costs associated with laying off permanent employees Lack of reference as many employers of experienced job positions do not consider work done for a temporary agency as sufficient on a resume. In the United States, the gradual replacement of workers by temporary workers resulted in millions of workers being employed in low - paid temporary jobs. Typically, temporary workers earn roughly a third of a permanent counterpart, receive few or no health benefits and seldom become full - time employees from their temporary positions. Legal issues Scholars have argued that neoliberal policies have been a prominent component in the erosion of the standard employment relationship. This precarious new model of employment has greatly reduced the worker 's ability to negotiate and, in particular, with the introduction of advanced technology ( that can easily replace the worker ), reduced the temp 's bargaining power. Internet of Things - based companies such as Uber have come into conflict with authorities and workers for circumventing labour and social security obligations. It has been suggested that labour regulations in North America do little in addressing labour market insecurities and the precarious nature of temporary labour. In many cases, legislation has done little to acknowledge or adapt to the growth of non-standard employment in Canada. In the European Union, temporary work is regulated by the Temporary Agency Work Directive and the Member States ' laws implementing that directive. See also Contingent work Contingent workforce Day labor Employment agency Labour hire Labour market flexibility Outsourcing Permatemp Recruitment Up or out Zero - hour contract References Jump up ^ Graham, Mark ; Hjorth, Isis ; Lehdonvirta, Vili ( 2017 - 03 - 16 ). `` Digital labour and development : impacts of global digital labour platforms and the gig economy on worker livelihoods ''. Transfer : European Review of Labour and Research. doi : 10.1177 / 1024258916687250. ^ Jump up to : Erin Hatton ( January 26, 2013 ). `` The Rise of the Permanent Temp Economy '' ( blog by expert ). The New York Times. Retrieved January 28, 2013. ^ Jump up to : Smith, V ( 2008 ). The Good Temp. Ithaca : Cornell University Press. Jump up ^ Dex, S ( 1997 ). Flexible Employment : The future of Britain 's Jobs. Ipswich Book Company Ltd. Jump up ^ Vosco, L.F. ( 2000 ). Temporary work : the gendered rise of a precarious employment relationship. Toronto : University of Toronto Press. Jump up ^ Peck, Jamie ( 1996 ). Work - place : the social regulation of labor markets. New York : Guilford Press. Jump up ^ Vlandas, Tim ( 2013 ). The Politics of Temporary Work Deregulation in Europe. Politics&Society. Jump up ^ Harvey, David ( 2005 ). A brief history of neoliberalism. Oxford University Press. Jump up ^ Peck, Theodore, Ward, Jamie ( 2005 ). Constructing markets for temporary labour : employment liberalization and the internationalization of the staffing industry. CS1 maint : Multiple names : authors list ( link ) Jump up ^ Peck, Jamie ( 2002 ). Temped out ? Industry rhetoric, labor regulation and economic restructuring in the temporary staffing business. Economic and Industry Democracy. p. 169. ^ Jump up to : Rogers, Jackie ( 1997 ). `` '' Hey, Why Do n't You Wear a Shorter Skirt ? `` : Structural Vulnerability and the Organization of Sexual Harassment in Temporary Clerical Employment. '' ``. Gender and Society ( 11.2 ) : 215 -- 237. access - date = requires url = ( help ) ^ Jump up to : Allen, Nicholas ( 2010 ). `` EXPLORING THE INLAND EMPIRE : Life, Work, and Injustice in Southern California 's Retail Fortress. ''. New Labor Forum. 19 ( 2 ) : 36 -- 43. access - date = requires url = ( help ) ^ Jump up to : Houserman, Susan ( 2003 ). `` The Role of Temporary Agency Employment in Tight Labor Markets. ''. Industrial and Labor Relations Review. 57 ( 1 ) : 105 -- 127. access - date = requires url = ( help ) Jump up ^ `` Pixel & Dimed On ( Not ) Getting By in the Gig Economy ''. ^ Jump up to : `` What is an employment agency or temp agency ? ''. ^ Jump up to : Theodore, Nik ( 2002 ). `` The Temporary Staffing Industry : Growth Imperatives and Limits to Contingency. ''. Economic Geography. 78 ( 4 ) : 463 -- 493. ^ Jump up to : Coe ; M., Neil ; Johns, Jennifer ; Ward, Kevin. `` Help Wanted. ''. Foreign Policy. Jump up ^ `` The Climb Continues - American Staffing Association ''. American Staffing Association. ^ Jump up to : Neugart, Michael ( 2006 ). `` The Emergence of Temporary Work Agencies ''. Oxford Economic Papers. 58 ( 1 ) : 136 -- 156. Jump up ^ Shire,, Karen ( 2009 ). `` Temporary Work in Coordinated Market Economies : Evidence from Front - Line Service Workplaces. ''. Industrial and Labor Relations. 62 ( 4 ) : 602 -- 617. Jump up ^ Fryer, Alex. `` Temporary Fix At Microsoft ? -- Company Fights Lawsuit By Further Separating Work Forces ''. The Seattle Times. The Seattle Times. Retrieved July 21, 2015. Jump up ^ https://www.bls.gov/news.release/archives/cfoi_09172015.pdf Jump up ^ Virtanen, Marianna ; Kivimäki, Mika ; Joensuu, Matti ; Virtanen, Pekka ; Elovainio, Marko ; Vahtera, Jussi ( 2005 - 06 - 01 ). `` Temporary employment and health : a review ''. International Journal of Epidemiology. 34 ( 3 ) : 610 -- 622. ISSN 0300 - 5771. doi : 10.1093 / ije / dyi024. ^ Jump up to : Benavides, F.G. ; Benach, J. ; Muntaner, C. ; Delclos, G.L. ; Catot, N. ; Amable, M. ( 2006 - 06 - 01 ). `` Associations between temporary employment and occupational injury : what are the mechanisms ? ''. Occupational and Environmental Medicine. 63 ( 6 ) : 416 -- 421. ISSN 1351 - 0711. PMC 2078100. PMID 16497853. doi : 10.1136 / oem. 2005.022301. Jump up ^ Foley, Michael ; Ruser, John ; Shor, Glenn ; Shuford, Harry ; Sygnatur, Eric ( 2014 - 07 - 01 ). `` Contingent workers : Workers ' compensation data analysis strategies and limitations ''. American Journal of Industrial Medicine. 57 ( 7 ) : 764 -- 775. ISSN 1097 - 0274. doi : 10.1002 / ajim. 22302. ^ Jump up to : Boden L, Spieler EA, Wagner G. 2016. The changing structure of work : Implications for workplace safety and health in the US. United States Department of Labor / Occupational Safety and Health Administration. Jump up ^ Breslin, F.C. ; Smith, P. ( 2006 - 01 - 01 ). `` Trial by fire : a multivariate examination of the relation between job tenure and work injuries ''. Occupational and Environmental Medicine. 63 ( 1 ) : 27 -- 32. ISSN 1351 - 0711. PMC 2078031. PMID 16361402. doi : 10.1136 / oem. 2005.021006. Jump up ^ Cummings, Kristin J. ; Kreiss, Kathleen ( 2008 - 01 - 30 ). `` Contingent Workers and Contingent Health : Risks of a Modern Economy ''. JAMA. 299 ( 4 ) : 448 -- 450. ISSN 0098 - 7484. doi : 10.1001 / jama. 299.4. 448. Jump up ^ `` CDC - NIOSH Publications and Products - Recommended Practices, Protecting Temporary Workers ( 2014 - 139 ) ''. www.cdc.gov. Retrieved 2017 - 03 - 08. Jump up ^ Howard, John ( 2017 - 01 - 01 ). `` Nonstandard work arrangements and worker health and safety ''. American Journal of Industrial Medicine. 60 ( 1 ) : 1 -- 10. ISSN 1097 - 0274. doi : 10.1002 / ajim. 22669. ^ Jump up to : Manero, Conney. `` The Pros and Cons of Temporary Work ''. Jump up ^ Mark Graham and Joe Shaw ( 10 July 2017 ). `` Towards a Fairer Gig Economy ''. meatspacepress.org. Meatspace Press. Jump up ^ Federal Reserve Bank of Chicago, Manufacturing Plants ' Use of Temporary Workers : An Analysis Using Census Micro Data, February 2010 Jump up ^ Rurup, Bert ( 1997 ). Work of the future : Global Perspectives. Australia : Allen & Unwin Publishing. pp. Chapter 6. Jump up ^ James Bloodworth ( 2016 - 10 - 31 ). `` Uber 's vision of a ' gig economy ' does n't only exploit workers - it harms us all ''. International Business Times. Jump up ^ Alex Rosenblatt ( 2016 - 11 - 17 ). `` What Motivates Gig Economy Workers ''. Harvard Business Review. Jump up ^ Vosco, L ( 2004 ). Challenging the market : the struggle to regulate work and income. Montreal & Kingston : McGill - Queen 's University Press. pp. Chapter 1. Jump up ^ Directive 2008 / 104 / EC of the European Parliament and of the Council of 19 November 2008 on temporary agency work, 2008 / 104 / EC. External links and Further reading Erin Hatton, The Temp Economy : From Kelly Girls to Permatemps in Postwar America, Temple University Press ( January 7, 2011 ), trade paperback : 232 pages, ISBN 1439900817, ISBN 978 - 1439900819 ; hardcover : Temple University Press ( January 7, 2011 ) 232 pages, ISBN 1439900809, ISBN 978 - 1439900802 Peck, J., 1992. Labor and agglomeration : control and flexibility in local labor markets. Economic Geography 68 ( 4 ) : pp. 325 -- 347. Peck, J., 1996. Work - place : the social regulation of labor markets. New York : Guilford Press. Peck, J., Theodore, N., 2002. Temped out ? Industry rhetoric, labor regulation and economic restructuring in the temporary staffing business. Economic and Industry Democracy 23 ( 2 ), pp. 143 -- 175. Vosko, L.F., 2000. Temporary work : the gendered rise of a precarious employment relationship. Toronto. University of Toronto Press. Employment Classifications Casual Contingent Full - time Part - time Self - employed Skilled Independent contractor Temporary Tenure Unskilled Wage labour Hiring Application Background check Business networking Contract Cover letter Curriculum Vitae ( CV ) Drug testing e-recruitment Employment counsellor Executive search Induction programme Job fair Job fraud Job hunting Job interview Labour brokering Overqualification Onboarding Personality - job fit theory Person - environment fit Probation Reference Résumé Simultaneous recruiting of new graduates Underemployment Work - at - home scheme Roles Co-op Employee Employer Internship Job Permanent Permatemp Supervisor Volunteer Worker class Blue - collar Gold - collar Green - collar Grey - collar Pink - collar White - collar Career and training Apprenticeship Avocation Career assessment Career counseling Career development Coaching Creative class Education Continuing education Continuing professional development E-learning Employability Further education Graduate school Induction training Initial Professional Development Knowledge worker Licensure Lifelong learning Practice - based professional learning Professional association Professional certification Professional development Professional school Reflective practice Retraining Vocational education Vocational school Vocational university Mentorship Occupational Outlook Handbook Practice firm Profession Tradesman Vocation Attendance Break Career break Furlough Gap year Leave of absence Long service leave No call, no show Sabbatical Sick leave Time clock Schedules Four - day week Eight - hour day Flextime Overtime Retroactive overtime Shift work Telecommuting Working time Workweek and weekend Wages and salaries Income bracket Income tax Living wage Maximum wage National average salary World Europe Minimum wage Canada Hong Kong Europe United States Progressive wage Singapore Overtime rate Paid time off Performance - related pay Salary Salary cap Working poor Benefits Annual leave Casual Friday Day care Disability insurance Health insurance Life insurance Parental leave Pension Sick leave Take - home vehicle Safety and health Epilepsy and employment Human factors and ergonomics Industrial noise Protective clothing Occupational burnout Occupational disease Occupational exposure limit Occupational health psychology Occupational injury Occupational stress Repetitive strain injury Sick building syndrome Work accident Occupational fatality Workers ' compensation Workplace phobia Workplace wellness Equality Affirmative action Equal pay for women Infractions Corporate abuse Accounting scandals Corporate behaviour Corporate crime Control fraud Corporate scandals Discrimination Dress code Employee handbook Employee monitoring Evaluation Labour law Sexual harassment Sleeping while on duty Wage theft Whistleblower Workplace bullying Workplace harassment Workplace incivility Willingness Civil conscription Conscription Dead - end job Extreme careerism Job satisfaction Organizational commitment McJob Refusal of work Slavery Bonded labour Human trafficking Labour camp Penal labour Peonage Truck system Unfree labour Wage slavery Workaholic Work aversion Work ethic Work -- life balance Downshifting Slow living Termination At - will employment Dismissal Banishment room Constructive dismissal Wrongful dismissal Employee exit management Exit interview Layoff Notice period Pink slip Resignation Letter of resignation Restructuring Retirement Mandatory retirement Retirement age Severance package Golden handshake Golden parachute Turnover Unemployment Barriers to Employment Depression Great Depression Long Depression Discouraged worker Frictional unemployment Full employment Graduate unemployment Involuntary unemployment Jobless recovery Phillips curve Recession Great Recession Great Recession job losses List of recessions Recession - proof job Reserve army of labour Types of unemployment Unemployment Convention Unemployment benefits Unemployment extension Unemployment insurance Unemployment rates Employment rates Employment - to - population ratio Structural unemployment Technological unemployment Wage curve Youth unemployment See also templates Aspects of corporations Aspects of jobs Aspects of occupations Aspects of organizations Aspects of workplaces Corporate titles Organized labor GND : 4074122 - 9 Retrieved from `` https://en.wikipedia.org/w/index.php?title=Temporary_work&oldid=800774376 '' Categories : Employment classifications Precarious work Temporary employment agencies Temporary employment Hidden categories : CS1 maint : Multiple names : authors list Pages using citations with accessdate and no URL Articles to be merged from June 2017 All articles to be merged Articles with limited geographic scope from August 2016 USA - centric All articles with unsourced statements Articles with unsourced statements from August 2017 Wikipedia articles with GND identifiers Talk Contents About Wikipedia Wikiquote Dansk Deutsch Français 한국어 Italiano Nederlands 日本 語 Norsk Polski Português Svenska Türkçe 粵語 Edit links This page was last edited on 15 September 2017, at 15 : 55. 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Question: this type of employee is someone who does work for an organization on a temporary or part-time basis
Answer: Temporary employees