View More Blog Posts

Temporary or Contract Jobs rival Full Time Positions

Posted on Nov 30, 2018

Job seekers who believe that Temporary or Contract positions are not as good as full time “perm” or “permanent” jobs may want to think again.  The reasons may not be obvious, but here are some:

  1. No job is really permanent.  Most positions are legally classified as “Employment at Will”.  Any full time or temp job can end at any time.
  2. Temporary positions are a great way to explore a company and department to decide if the opportunity is the right fit (e.g. location, hours, work environment).
  3. Sometimes temporary or contract employees earn a higher hourly pay rate.  Since companies spend an additional 70% of the employee’s salary on payroll taxes and benefits, they have the ability to offer higher wages to temporary or contract employees.  Additionally, many jobs are classified as non-exempt so employees are eligible for Overtime.
  4. Employers usually hire temps or contractors quicker than full time candidates.  Many times, the corporate Human Resources (HR) department doesn’t even approve the assignment.  The hiring department can handle the staff augmentation quickly.
  5. Temp positions now offer health benefits and 401(k) retirement benefits.
  6. In the state of New Jersey, there is Paid Sick Leave so everyone gets some PTO regardless of who the employer is.
  7. Temporary employees don’t officially increase employer headcount for the company on assignment.   Consequently, there are less compliance requirements, reporting, quotas, and government restrictions on the company.  The temporary employee can provides minimal risk to the Human Resources policies.

To get a better understanding of the benefits to working as a temporary employee, contact a staffing firm such as UNIFORCE Staffing Solutions who can help explain the process.

View More Blog Posts

The end of the year: a good time to search for a job

Posted on Nov 16, 2018

The end of the calendar year is always a good time to search for a new job opportunity.  Most mid size and large corporations prepare year end planning and budgets to allocate full time headcount for the full calendar year.  The true and interesting fact is that many companies still have unused headcount budget for 2018.  Consequently, hiring managers may be quick to make hiring decisions in the event that they don’t use their headcount budget.

Staffing firms are also a part of the equation.  Corporations still utilize staffing firms as staffing augmentation partners for temp-to-hire positions.  The goal is to bring on someone as a temp and ultimately convert their employment  to full time headcount status.

Time to get that resume ready and get to work.  After all, finding is a job is a job.

View More Blog Posts

New Jersey Paid Sick Leave

Posted on Nov 09, 2018

The New Jersey Paid Sick Leave Act will take effect on October 29th.  It requires New Jersey employers to provide up to 40 hours of paid sick leave per year to covered employees.

Employers are not required to permit employees to use more than 40 hours of sick leave in a benefit year.  Employees can use accrued sick time after 120th day of their first date of employment for the following reasons:

  • Care or treatment of an employee’s own mental or physical illness including preventative medical care
  • Aid or care for a covered family member during diagnosis
  • Circumstances related to an employee or their family member’s status as a victim of domestic or sexual violence.
  • Closure of an employee’s workplace or of a school/childcare of an employee’s child because of a public official’s order
  • Time to attend a meeting requested or required by school to discuss a child’s health condition

The act provides employers with the discretion to choose the increments in which its employees may use accrued sick time. However, the largest increment chosen may not be larger than the number of hours an employee was scheduled to work in a given shift. For example, if an employee is scheduled to work a 7-hour shift, the employer cannot mandate that the employee use paid sick time in increments of eight hours.