Temp workers in health education settings can safeguard their rights by being clear about the employment contract for temporary staff they are agreeing to. When applying for temp staff posts in the health sector, it’s important for aspiring health professionals to be aware of the terms they are signing up to. Employers also need to be clear about what they expect from temp staff. By knowing how to create contracts efficiently and effectively, health staff in temporary roles can maximise the benefits of their employment contracts. There are a number of reasons why employment contracts are necessary.
Not only do they clarify the terms of the agreement, avoiding disputes, they also help to protect both parties from any potential problems that could arise during the course of their employment. Employers do not want to be seen as breaching any contractual obligations, so equality is paramount. For temp staff, it’s important to be clear about the terms of your contract and to seek legal advice if you feel your employer is in breach of their contract. In particular, it’s vital that temp job seekers clearly understand the differentiators between temp and permanent contracts, as well as what impact vocational training has on the contract.
While temp and perm roles can have similar contracts, they do have some significant differences. Novice temp job seekers should make sure they understand the demarcations so they don’t inadvertently give up their rights to a permanent position. While the same basic rules apply in all roles, there can be variances in vocational health training organisations. These may include: Most of these are just procedural variations but during the recruitment process they can make a big difference to the candidate. Where that difference is positive, it can make obtaining a temp job easier. For example, if the role is for a specific service or contract, the person “following the contract” may be appointed as the temp in the first instance, rather than a perm employee. If the contract is extended, a new temp worker may be appointed. All of this means employers can have increased flexibility when hiring temporary employees.
Temp staff in the health sector should make sure they take advantage of the contract requirements by ensuring they adhere to them. For example, where employers make training a condition of employment, temp workers should ensure they have undergone the necessary training. In addition, if there is a disciplinary procedure as a part of the employment contract, make sure that as a temp you are aware of and follow the procedures outlined in the contract if a problem occurs. Finally, if there are hours stated in the contract, stick to these as closely as possible, so as not to fall foul of working time regulations. Conversely, when employers break employment contracts for temp staff, there are a number of ways for the employee to protect themselves.
For employers in the healthcare sector, there are sometimes nuances when it comes to temporary staffing. However, there are also a number of pitfalls when it comes to creating temp contracts. To protect your business: There may not always be the opportunity to create employment contracts for temp workers and temp staff that are clear and unambiguous. However, where there are, temp job seekers and employers should take advantage and ensure the contract is the best it can be.
For more information on employment contracts, you can visit the U.S. Department of Labor.