• Organizational Behaviour
  • Team Building
  • Types of Teams

When individuals with a common interest, goal, attitude, need and perception come together, a team is formed. Individuals need to come and work together to form a team for the accomplishment of complicated tasks. In a team, all team members contribute equally and strive hard to achieve the team’s objective which should be predefined.

In any organization, no one works alone. Every employee is a part of a team and works in close coordination with the team members to perform his level best and in turn benefit the organization. The team members should complement each other and come to each other’s need whenever required.

Teams can be formed anywhere, anytime whenever the task is little difficult and complicated. Let us understand the various types of teams in detail.

Mike, Peter, Joe and Ana had a strong inclination towards branding as well as promotions and hence were a part of the branding team with a leading organization. They were primarily responsible for promoting their brand and designing marketing strategies to generate maximum revenue for their organization. They worked extremely hard and always managed to achieve their targets well in advance, but their team was always in place and never dissolved. Their organization never asked them to leave or ever dissolved their team. Such teams are called permanent teams.

Work or no work, the human resources team, operation team, administration team always function effectively through out the year and hence are permanent teams.

When organizations have excess of work, they generally form temporary teams which work in association with the members of the permanent team for the accomplishment of the task within the stipulated time.

The government generally appoints special teams to investigate critical issues like bomb blasts, terrorist attacks and so on. The task force explores all the possible reasons which led to a severe problem and tries to resolve it within a given deadline.

To organize any cultural event, organizations generally make committees to raise funds, invite celebrities and all the major tasks involved to successfully organize any event. The committee members work together, design strategies to successfully accomplish the task.

In educational institutes, various committees are formed where students with a common interest join hands to organize cultural events and various other activities required for the all round development of students.

Samuel was working with a leading advertising firm with two members reporting to him. Samuel always believed in his team members and worked together with his team and no doubts his team always did wonders and was way ahead of others.

Maria and Andy both were part of the branding team. They got an assignment from their superiors to be completed within two days. Unfortunately Andy met with an accident and was advised complete bed rest. To avoid delays, Peter from the operations team was shifted to the marketing team to assist Maria for the time being and form a team. Such teams are called cross functional teams.

Ideally the employees should be more or less on the same level to avoid ego hassles. Individuals from different areas come and work together for a common objective to form a cross functional team. In such teams, people from different areas, interests and likings join hands to come out with a unique idea to successfully complete a task.

Individuals supporting any community in social networking sites such as facebook or twitter also form a virtual team as all the members are from different locations but support a common community. They all have a common objective to support and promote their community.

  Related Articles

  • Team Management Skills
  • Characteristics of a Good Team
  • Team Models
  • Importance of a Team

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Authorship/Referencing - About the Author(s)

The article is Written and Reviewed by Management Study Guide Content Team . MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider . To Know more, click on About Us . The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
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  • How to build Your Best Team
  • Clarity of Roles in a Team
  • Preventing Fall Outs in a Team
  • Role of Communication in Team
  • Role of Motivation & Attitude in Team
  • Role of a Team Leader
  • Team Failures - Why teams fail ?
  • How to be a Effective team player
  • Team Building - Introduction
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  • Ten Important Characteristics of High-Performance Work Teams
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The benefits of temporary work: work on your terms

temporary task meaning

Nicholas Kira

21 September 2023

12 min read

temporary task meaning

In the ever-evolving landscape of the modern job market, traditional notions of long-term, permanent employment are changing, with temporary work coming to the forefront – giving more choice and opportunities for career advancement, no matter your personal circumstances. The appeal of temporary work lies in the flexibility it offers – granting individuals the opportunity to work when they where they want, to suit their schedules and shape their careers. In this in-depth exploration, we’ll delve into the key benefits of temporary work; covering how it allows you to stay flexible and stay in control, learn new skills quickly, show off new tips you’ve learnt, build your professional network,  help you during your transition to more permanent work, and allows you to manage your finances and maximize your earnings.  

Why temporary work?

The benefits of temporary work are innumerable, offering a whole host of activities which make it an attractive proposition to individuals. They give you the opportunity to dictate your work schedules and choose the projects that are in line with your preferences, skills, experience and priorities.

This flexibility is particularly beneficial if you’re seeking a better work-life balance , as it enables you to prioritize personal commitments and reduce the stress associated with the rigidity of working full-time hours with a permanent employer. Furthermore, temporary work exposes you to a number of different job opportunities and industries, promoting continuous learning and skill development, opening up all sorts of career paths. And temporary work allows individuals to hone their skills, paving the way for the pursuit of other ventures they may not have considered.

Overall, the advantages of temporary work are countless, empowering individuals to take control of their careers, and develop on both a personal and a professional level, while offering the freedom to work on their terms.  

Be flexible, and stay in control

Origami fortune teller on vacation at the beach concept for work life balance choices

One of the key benefits of temporary work is the true work-life balance they offer, affording the ability to attend both personal commitments and professional ones.  

True flexibility and autonomy

When you consider the benefits of temporary working, the cornerstone is the unparalleled flexibility it provides. As a temporary worker, you remain in control of your work schedule, with the power to decide when, where, and how you work, and who for. This flexibility enables you to create a work-life balance that suits your lifestyle, making it an ideal choice for busy parents, students, or those pursuing a long-term career, who need to work to support their aspirations. In fact, it’s perfect for anyone who values the freedom to determine their work hours, rather than be tied to a fixed 9-5.

In addition to flexibility, one of the other benefits of temporary work is that it offers a degree of autonomy often missing in traditional employment settings. Rather than being restricted to a predefined role, you have the chance to choose the projects you undertake and the employees you collaborate with. In turn, this empowers you to shape your career in line with your personal preferences and professional goals.  

Learning new skills

Another benefit of temporary jobs is that they offer a fantastic opportunity for continuous skill development. With the ever-evolving demands of various roles and industries, temporary workers are constantly exposed to new challenges and tasks. Whether it’s adapting to different projects, industries, technologies, working practices, or the workplaces themselves, temporary positions push individuals to acquire and refine a diverse set of skills. The dynamic and somewhat transient nature of temporary work encourages learning through actions – by actually doing – fostering adaptability, problem-solving, and allowing you to gain both hard and soft skills.

For clarity, examples of hard skills would be data analysis, computer programming, project management, engineering, or graphic design. By way of comparison, soft skills would be communication, teamwork, leadership, time management, organization, and active listening. Temporary work often demands a mixture of these two skill sets and requires individuals to quickly become proficient in various aspects of a job. These acquired skills are, in most cases, transferable, and will prove invaluable in future career pursuits, making temporary work a useful pathway for personal and professional growth. In short, temporary work can only serve to enhance your employability.  

Networking: making useful new contacts

Another of the benefits of temporary work is that it serves as an excellent platform for expanding your professional network and making important new contacts. In taking on various roles and different industries, you open up opportunities to meet a wide range of professionals; from colleagues and clients, to supervisors, managers, heads of department, and collaborators.

Meeting all of these people allows you to develop meaningful connections that can be vital when it comes to furthering your career. Building a diverse network of contacts through temporary work opens doors to new opportunities, offers insights into different industries, and – perhaps most importantly – often results in referrals or recommendations; either through word of mouth, written letters, or comments on professional platforms like LinkedIn .

In addition to recommendations, these connections can be valuable in terms of mentorship, advice, and potential future collaborations, meaning that temporary work not only offers the chance to earn a living, but can also broaden your career horizons too.  

Temporary working in the modern world

The increased prevalence of remote work has only served to further the appeal of temporary work. A number of temporary positions now offer the option to work remotely, giving you the option of choosing your preferred work environment. This is often seen to enhance productivity and increase job satisfaction, contributing to a more fulfilling professional life. It also allows you to, again, balance your commitments – say, for example, if you have young children to look after .  

Increased job satisfaction

Work-life balance: prioritizing your wellbeing

As anyone would undoubtedly tell you, achieving a healthy work-life balance is integral to your overall well being, and you find that balance by following these steps . One of the (many) benefits of temporary work is that it actively supports this, by giving you greater control over your work schedule. You can then prioritize your personal commitments and reduce the stress often associated with long commutes and inflexible working hours.

Moreover, as mentioned above, many temporary workers have the option to work remotely, further contributing to an enhanced work-life balance. The ability to choose your work environment can lead to a greater sense of overall well being and a closer affinity with the role you’re undertaking.  

A chance to find the right fit

Although some may view temp jobs as a stopgap, they can, in fact, be used as avenues for discovering your ideal career path. If you stop and think about this, it makes perfect sense. One of the benefits of temporary jobs is that they allow you to explore various industries, roles, and company cultures, with very little risk attached. These roles provide a testing ground to find out what best suits your skills, interests, and values.

By trying out different positions on a short-term basis, you can gain invaluable insights into your own preferences, strengths, and weaknesses, and, ultimately, where your future may lie. In short, temp work allows you to make more informed decisions about your long-term career goals, and identify the ideal fit for you.  

Free training – what’s not to like?

Among the benefits of temporary work, there’s the access they provide to a range of valuable training opportunities that can enhance your skill set and, as a result, your career prospects. Many temporary roles, particularly in industries like technology, healthcare, hospitality , industrial , and finance, offer on-the-job training, where individuals can learn how to use new tools, software, techniques, and terminology directly related to their roles.

And, in many cases, temporary workers may have the chance to take part in workshops, seminars, or courses provided by their employers, often giving them industry-specific certifications that they can then take wherever they go next. This is not to mention mentorship and skill-sharing opportunities, from those more senior than yourself. It may be that you take all that you’ve learned, and the qualifications you’ve gained into full-time positions, at a later date. In summary, temporary work can allow you to gain valuable practical skills, earn certifications, and build strong foundations for long-term career growth.  

Building an entrepreneurial mindset: from temp work to independence

Believe it or not, temporary work can serve as a launchpad for entrepreneurship. As you build your knowledge and experience, and build a network of clients and contacts, you may decide to embark on an entrepreneurial journey – perhaps there’s a new product or service you’ve had in mind for ages, which you now want to launch.

The skills and connections you cultivate as a temporary worker can be essential when establishing this product or service, or your own business or consultancy. The opportunities offered by temporary work highlight its potential to be more than just a job; it can push you towards a brighter future, ultimately propelling you toward your entrepreneurial aspirations.  

The financial advantages

Piggy Bank and US Dolar

Potentially earn more than you would in a permanent role

It may surprise you to know that, contrary to popular opinion, you can in fact earn more from temporary work than from a full-time, permanent job. Hourly wages can be highly competitive – certainly higher than what you could expect to earn in a full-time role in the same industry. Then there’s project-based pay, where you’ll be paid upon completion of a particular task or project.

As a worker on such projects, you’ll often be given financial incentives for productivity, the quality of the work, and, of course, completing them on time. Overtime opportunities offer another chance to make more money in some temporary roles. This practice is especially common in sectors such as healthcare, manufacturing, industrial and industries with seasonal peaks, like hospitality , retail and sales .  

Flexibility for Multiple Income Streams

A benefit of temp jobs is that you can work out your time to enable you to take on multiple roles back to back. This flexibility enables you to diversify your income streams, as yet another way of potentially earning more than you would in a traditional full-time job. This means you can tap into various sources of income simultaneously, spreading the financial risk associated with relying on just one job.

This approach not only increases overall earnings but also provides a safety net in case one role ends unexpectedly. Being exposed to different industries, roles, and clients, in this way, also broadens your skill set and expands your professional network, which can only help in terms of your long-term employability and financial stability. Read this post to find out all about how best to juggle multiple temp roles at once.  

Access to Benefits

While some temporary positions may not offer traditional benefits like health insurance or retirement plans, others do provide these perks. As a temp worker, you should carefully evaluate the benefits packages associated with the role(s) you’re taking on. At Indeed Flex, we offer a comprehensive Flexer Benefits package .  

Getting on top of your money

While managing your finances and maximizing your earnings as a temporary worker requires careful planning and careful decision-making, it’s certainly achievable. The first thing to do is create a detailed budget to track your income and expenses, to give you a clear picture of your financial situation. Make sure all of your essentials (rent/mortgage, utility bills, food, transport costs, etc.) are taken care of, then prioritize savings by setting aside a portion of your wages for emergencies and future goals – many a holiday or some home refurbishment.

Tracking your expenses on a monthly basis is a good way to stay on top of your finances: certainly something to consider. It also pays (sometimes literally) to be diligent when it comes to tax planning, understanding the tax implications of your temporary work , and taking advantage of deductions and credits.

Budgeting and tax planning aside, it’s also worth investing in skill development and certifications to increase your earning potential for future roles. You can then negotiate more competitive pay rates based on your skills and experience, and be proactive in seeking out well-paying jobs. By following these practical tips, you can manage your finances effectively and make the most of your temporary work opportunities.  

The benefits of temporary work: in conclusion

Temporary work boasts a whole host of benefits that can significantly enhance your career and allow you to have a personal life too, giving you a true work-life balance. It provides unmatched flexibility and autonomy, while offering continuous learning and skill development, including official certification and qualifications. That’s not to mention the professional networking opportunities it gives you – the chance to make new contacts who can only further your career, or perhaps get your new entrepreneurial venture underway. And, of course, depending on which roles you take on, you could earn more than you would in an equivalent permanent position – or you could take on multiple roles, if that suits you better.

In a world where what constitutes a ‘traditional career’ is continually changing, embracing temporary work can be the key to unlocking a fulfilling and balanced working life. In choosing the path of temporary work, you can achieve your career goals while retaining control over your schedule and priorities. The possibilities are almost endless. So, go ahead, see what’s out there, and begin your temp work journey today.

Download the Indeed Flex app  today and benefit from a world of temporary work opportunities across all different industries and employers.

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Temporary Employees: What You Need to Know in 2024

temporary task meaning

When it comes to staffing a company, it’s crucial to have a clear understanding of what role temporary employees play in the workplace. A temporary employee, also known as a temp, is a worker who is hired to fill a position for a limited period of time. This could be for a few days, weeks, or even several months. The use of temp workers has become increasingly popular in recent years, especially in industries such as healthcare, manufacturing, and hospitality.

The importance of temporary employees in the workplace cannot be understated. For many companies, temps provide a flexible workforce that can be brought in as needed to cover short-term demand or fill in for employees who are on leave. Temporary staffing agencies also offer a source of skilled professionals in a variety of fields, making it easier for companies to quickly find the right fit for their business needs.

In this article, we’ll dive into what you need to know about temp workers. From regulations around hiring and working with temps to the benefits and drawbacks of using temporary employees in your business. We’ll also explore tips for managing temporary workers effectively, including how to onboard them effectively, build a positive working relationship, and ensure that they are productive and satisfied during their time with your company.

By the end of this article, you’ll have a comprehensive understanding of everything you need to know about temporary employees, from the benefits and challenges to the best practices for hiring, managing, and retaining them. Whether you’re a business owner or a manager responsible for staffing your organization, this guide will provide you with the insights and tools you need to effectively leverage the power of temporary employees to help your company succeed.

Types of Temporary Employment

Temporary employment is a popular option for employers who require additional manpower for specific tasks or projects. Here are some of the most common types of temporary employment:

Temporary Agency Employees

Temporary agency employees are workers who are hired through a staffing agency. These employees are technically employed by the staffing agency, and the agency then places them in temporary positions with client employers.

temporary task meaning

Temporary agency employees can work in a variety of industries and perform a range of duties, from administrative support to manual labor. As a result, they have access to a broad range of job opportunities – albeit on a temporary basis.

Seasonal Workers

Seasonal workers are temporary employees who are hired to work during peak times of the year. For example, they may be hired to work on a Christmas tree farm during the holiday season, or as lifeguards at a pool during the summer.

Seasonal work can be a great way for workers to earn extra income during busy times of the year. However, it may be difficult to find consistent work throughout the year.

Contract Workers

Contract workers are temporary employees who are hired for a specific period of time or task. They may be hired to work on a specific project, for example, or to cover a short-term need while a permanent employee is on leave.

Because contract workers are typically hired for a specific skill set, they may command higher rates of pay than other types of temporary employees.

Freelancers

Freelancers are self-employed individuals who work on a project-by-project basis. They may be hired to complete a specific task, like designing a website or writing a white paper.

Freelancing can offer workers a great deal of flexibility – they can choose their own hours and work from wherever they like. However, it can be difficult to find consistent work, and freelancers may have to work on a number of projects simultaneously to make ends meet.

No matter what type of temporary employment you choose, it’s important to understand that it is temporary by nature. As a result, it’s helpful to be proactive about seeking out new opportunities and building your network. With the right approach, temporary employment can be a valuable stepping-stone to your dream career.

Advantages of Hiring Temporary Employees

Hiring temporary employees has become a popular solution for businesses of all sizes. This hiring strategy offers many benefits that full-time employees do not, including cost savings, flexibility, filling skills gaps, and reduced liability.

Cost Savings

One of the primary advantages of hiring temporary employees is cost savings. Businesses that rely on temporary workers can save money on salaries, benefits, training, and taxes. Additionally, hiring temporary employees allows businesses to adjust their workforce quickly and efficiently to meet the demands of the market.

Flexibility

Temporary employees offer a high degree of flexibility to businesses. This is especially true for businesses that experience fluctuating demand. Temporary workers can be hired to cover holiday absences, seasonal increases in demand, or even short-term projects. This flexibility also allows businesses to experiment with new hires without committing to long-term employment.

Filling Skills Gap

Temporary employees can help businesses fill skill gaps without having to invest in expensive training programs. Businesses can hire temporary workers with the specific skills and experience needed for a particular project or role. This can be particularly beneficial for businesses that need specialized skillsets for short periods.

temporary task meaning

Reduced Liability

Another advantage of hiring temporary employees is reduced liability. Unlike permanent employees who enjoy full-time benefits and rights, temporary workers are typically not entitled to the same perks. This means that businesses can avoid the cost of providing benefits such as health insurance, retirement plans, and paid time off.

Finally, hiring temporary employees also helps to reduce liability in case of lawsuits. If a temporary employee is found to have acted negligently, the business may not be held responsible.

The advantages of hiring temporary employees are numerous. Businesses that rely on temporary workers can save money on salaries, benefits, training, and taxes. Additionally, hiring temporary employees allows businesses to adjust their workforce quickly and efficiently to meet the demands of the market. Temporary employees offer a high degree of flexibility, help to fill skill gaps, and reduce liability for businesses. Understanding these benefits can help businesses make better-informed decisions when hiring temporary workers.

Disadvantages of Hiring Temporary Employees

While there are benefits to hiring temporary employees, there are also several disadvantages that employers should consider before making the decision to bring temporary workers on board. Below are some of the most significant disadvantages.

High Turnover Rate

One of the biggest issues with temporary employees is their high turnover rate. Temporary workers are typically drawn to this type of work because of the flexibility it provides. They may be looking for short-term work while they search for a permanent position, or they may prefer the option to work different jobs as opposed to having a single employer.

As a result, employers may find themselves constantly onboarding new temporary workers. This can be time-consuming and expensive, particularly if these workers require training and resources that a full-time employee would not.

Lack of Loyalty

Temporary employees are more likely to have a lack of loyalty compared to full-time employees. Because temporary workers only plan to be with the company for a short period, they may not feel a strong attachment to the organization or its values. Moreover, they may not be invested in the company’s long-term goals, which can result in a lack of motivation to work toward them.

Limited Skillset

Temporary workers may not have the level of expertise and skillset that a full-time employee would. This can be particularly problematic if the employer expects the temporary worker to perform a certain task or project that requires a specific set of skills. Training temporary workers can also be challenging since there is a high likelihood that they may leave before the company can benefit from their investment.

There are legal risks associated with using temporary workers. Employers must ensure that they are compliant with all relevant labor laws and regulations, including minimum wage, overtime, and worker’s compensation requirements. Employers may also face penalties and fines if they misclassify a worker as an independent contractor instead of an employee.

Additionally, employers must ensure that temporary workers are properly trained and have the necessary safety equipment to perform their jobs safely. Failure to provide adequate training and safety equipment can result in accidents and injuries, which may lead to costly lawsuits.

Employers should take all these factors into consideration before hiring temporary employees. While the flexibility and cost savings associated with temporary workers can be appealing, these benefits should not outweigh the risks and disadvantages. Instead, employers should carefully assess their needs and determine whether temporary workers are the best fit for their organization.

How to Hire Temporary Employees

When it comes to hiring temporary employees, there are several steps you need to take to ensure that you find the right candidates for your organization. Here are the five key steps you should follow:

Identifying Your Needs

The first step in hiring a temporary employee is to identify the specific needs of your organization. This involves looking at factors such as workload, upcoming projects, and gaps in your current team. Once you have a clear understanding of what you need, you can start to develop a job description that outlines the requirements for the role.

Creating a Job Description

The job description is a critical part of the hiring process because it sets the expectations for the role and helps you attract the right candidates. Make sure your job description clearly outlines the responsibilities, qualifications, and skills required for the position. You should also include information about the duration of the assignment, the hourly rate or salary range, and any other relevant details.

Posting Job Openings

Once you have a job description, it’s time to start recruiting candidates. There are several ways to do this, including posting the job opening on online job boards, reaching out to staffing agencies, and leveraging your network. Make sure your job posting includes all the critical details from your job description and emphasizes the benefits of working for your organization.

Screening and Interviewing Candidates

When you start receiving applications, you’ll need to screen candidates to ensure they meet your requirements. This can involve reviewing resumes, conducting phone screens, and administering skills assessments. Once you’ve narrowed down the pool of candidates, it’s time to bring them in for an interview. Make sure you ask questions that assess their skills and fit for the role. You should also provide information about your organization and the position to help candidates make an informed decision about joining your team.

Making a Job Offer

After conducting interviews, it’s time to make a job offer to the top candidate. Make sure your offer letter includes all the details of the position, including the start date, duration of the assignment, hourly rate or salary, and any relevant benefits. You should also provide information on the onboarding process and any training that will be required.

Hiring temporary employees requires a clear understanding of your organization’s needs, a well-crafted job description, effective recruiting strategies, a thorough screening and interviewing process, and a competitive job offer. By following these steps, you can find the right temporary employees to support your organization’s success.

Temporary Employees and Legal Compliance

Temporary employees are becoming an increasingly popular choice for companies of all sizes. They can provide flexibility, cost efficiency, and help meet workload demands. However, employers need to ensure they are meeting legal compliance requirements when hiring temporary employees. Here are some important factors to consider:

Federal and State Labor Laws

Temporary employees are entitled to the same rights and protections under federal and state labor laws as permanent employees. This includes minimum wage, overtime pay, and protections against discrimination or harassment. Employers must ensure that temporary employees are classified correctly (i.e. independent contractor, temporary employee, or part-time employee), and are adhering to all applicable labor laws.

Employer Responsibilities

Employers have a responsibility to train and supervise temporary employees, just as they would permanent employees. This includes providing clear job descriptions, safety training, and addressing any concerns or complaints. Employers should also ensure that temporary employees have access to the same resources as permanent employees, such as benefits packages and employee assistance programs.

Record Keeping Requirements

Employers are required to keep accurate records of all employees, including temporary ones. This includes hours worked, wages paid, tax deductions, and any injuries or accidents. Employers must also comply with any state or federal reporting requirements, such as filing tax forms or submitting employment data.

Benefits and Entitlements

Temporary employees may be entitled to some benefits and entitlements, depending on the length of their assignment and the state they work in. For example, temporary employees may be eligible for unemployment benefits or workers’ compensation if they are injured on the job. Additionally, some states require employers to provide temporary employees with certain benefits, such as sick leave or health insurance.

Hiring temporary employees can be an effective strategy for companies looking to stay flexible and cost-efficient. However, employers must ensure that they are meeting all legal compliance requirements. This means understanding federal and state labor laws, providing the necessary training and resources, maintaining accurate records, and ensuring that temporary employees receive any benefits and entitlements they are entitled to. By doing so, companies can reap the benefits of hiring temporary employees while adhering to legal requirements.

Managing Temporary Employees

Managing temporary employees can be a challenging task, but with proper planning and execution, it can be rewarding for both the employer and the employee. In this section, we’ll discuss the key areas that need to be focused on in the management of temporary staff.

Onboarding Process

The onboarding process for temporary employees should be smooth and efficient, to ensure they are integrated into the organization and are familiarized with its policies and procedures. It’s important to provide the necessary information and equipment needed to perform their job, and assign them duties that align with their skills and knowledge.

Training and Development

Training and development should be provided to temporary employees to enhance their skills, knowledge, and performance. The company should provide training on the job duties, safety protocols, and other relevant training requirements.

Supervision and Performance Evaluation

Supervision and performance evaluation are vital aspects of managing temporary employees. Regular feedback, both positive and negative, should be provided to the employee to enhance their performance. A system for performance evaluation should be established to measure the success of the employee in achieving their objectives.

Communication and Feedback

Communication and feedback play a significant role in ensuring that temporary employees are engaged and productive. Regular meetings to discuss job expectations, progress, and feedback should be held to ensure that the employee’s goals align with the company’s objectives.

Terminating Employment

At the end of the temporary assignment, it’s important to have a clear plan for terminating employment. The employee should be informed of their termination, and the reasons for it. The company should ensure that all equipment and materials are returned, and the employee is offboarded in a professional and respectful manner.

Managing temporary employees requires planning, communication, and clear expectations. By following the best practices in onboarding, training, supervision, and feedback, organizations can ensure that their temporary workforce is productive and engaged. Additionally, proper termination procedures will help to maintain a positive relationship with former employees and mitigate any legal or reputational risks.

Examples of Temporary Employment in Various Industries

Temporary employment has become a common practice in today’s business environment. Employers from various industries rely on temporary employees to fill in gaps in their workforce, particularly during particularly busy periods. Here are some examples of temporary employment in different industries.

Retail Industry

Retail establishments, particularly those that sell seasonal products or experience frequent surges in customer traffic, often hire temporary workers. Some of the most common temporary retail positions include stock personnel, customer service representatives, and cashiers. These employees are typically hired for short durations, such as during holidays, promotional periods, and inventory-intensive seasons.

Healthcare Industry

The healthcare industry also employs temporary workers, particularly in hospitals and clinics. Temporary healthcare workers are often hired to fill in for full-time employees who are on leave or to cover shifts during peak periods. Examples of temporary healthcare positions may include patient care assistants, medical transcriptionists, and administrative personnel.

Hospitality Industry

The hospitality industry, which includes hotels, restaurants, and catering services, also relies heavily on temporary employees. Businesses in this industry hire temporary workers for various reasons such as filling in for employees on leave, expanding their workforce to accommodate increased demand, and to cover seasonal shifts. Temporary positions in hospitality may include wait staff, housekeepers, and event coordinators.

Manufacturing Industry

The manufacturing industry, just like other industries, also depends on temporary workers from time to time. When manufacturers experience increased workload or experience a sudden surge in demand, they may hire temporary employees to assist with production activities. Temporary positions in manufacturing may include production line supervisors, quality control inspectors, and material handlers.

The use of temporary employees has become a widespread practice in various industries. With the advantages that temporary employment offers items such as allowing companies to stay flexible, enhancing current full-time employee productivity and cost savings, it is no wonder that the number of temporary employees continues to increase each year. Employees considering temporary employment must weigh the benefits and drawbacks to determine what works best for their situation. In the long run, it can be an excellent way for individuals to gain experience, develop skills and get their foot in the door.

Best Practices for Working with Temporary Employees

Working with temporary employees involves a unique set of challenges, but it can also provide a number of benefits to your organization. In order to ensure that you get the most out of this arrangement, it’s important to follow best practices and establish effective communication channels with your temporary staff. Here are some of the best practices to consider when working with temporary employees:

Develop a Good Relationship

Though temporary employees may only be with your organization for a short period of time, it’s important to establish a good relationship from the outset. Take the time to get to know your temporary staff and make them feel welcome in your organization. This can help them feel more invested in their work and may encourage them to work harder to achieve your goals.

Set Clear Expectations

Clear expectations are essential when working with temporary employees. Be sure to provide them with a detailed job description and clearly define their duties and responsibilities from the outset. This will help them understand what is expected of them and can eliminate confusion later on. Additionally, be clear with them about any deadlines or milestones that they need to meet along the way.

Schedule Follow-Up Meetings

Regular check-ins are important when working with temporary employees. Scheduling follow-up meetings can help you get a better understanding of how your temporary staff is performing and can allow you to make any necessary adjustments to their work. These meetings can also provide an opportunity to answer any questions that they have and to provide feedback on their performance.

Provide Feedback and Recognition

Temporary employees want to know that their contributions are appreciated. Providing feedback and recognition for exemplary work can be a great way to motivate your temporary staff and encourage them to work harder. Don’t be shy about providing positive feedback or recognizing outstanding performance – this can go a long way towards building morale and helping your temporary employees feel more connected to your organization.

Handle Conflict Resolution

Even in the most well-managed workplaces, conflict can arise from time to time. When working with temporary employees, it’s important to have a clear plan in place for handling conflict resolution. Be sure to establish clear channels of communication for reporting conflicts and take steps to resolve any issues as quickly and fairly as possible. By addressing conflicts in a timely and constructive manner, you can help ensure that your temporary employees feel valued and supported.

Working with temporary employees requires careful planning and effective communication. By following these best practices, you can help ensure that your temporary staff is productive, motivated, and engaged throughout their time with your organization.

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Temporary Teams Are Typically Required When Solving One Problem

  • Author: Belinda McLeod
  • Management, Supervision & Leadership
  • team building ,

When talking about team building, much attention is given to long-term teams instead of temporary teams. Long-term teams are typically required when they fulfill the main functions of your organization, such as sales teams, health and safety teams, employee motivation teams, etc. Such teams are consistent fixtures within your organization. Even if members of the teams rotate in and out, the focus and function of a long-term team never change.

What Are Temporary Teams?

Organizations form temporary teams to address one specific problem or to complete one specific project. Temporary teams (also called project teams or tiger teams) are often disbanded when the group achieves a specific outcome.

Fun Fact: Although the term seems to have originated in the military, NASA is well known for putting together “tiger teams” of engineers and scientists from different backgrounds and disciplines to find answers to complex problems.

Examples of Temporary Teams

To have an efficient, sleek organization, your leadership team needs to recognize when it is best to form a temporary group to complete a project.

Which of the following kinds of teams is always temporary?

  • A group of employees assigned to update an organization’s award policies.
  • A tiger team of experts from different departments created to identify the root cause of a specific flaw found with a product and find a solution to fix it.
  • A team developed to explore the best approach to address a market disruption.

All of these examples are great at illustrating the use of temporary teams.

If you have been assigned to lead a temporary team, you may be wondering how to best approach this task. The good news is that you were probably selected for the job because the organization’s leadership feels you have the skills necessary to take a lead role in completing this project. So, dazzle them with your success by following these tips for building a great temporary team.

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Tips for building great temporary teams.

Before you begin work, make sure you thoroughly understand the project. Consider your project’s parameters and requirements so that you can hit the ground running when you meet with your team for the first time.

However, we know that you might be nervous as you face this task. After all, you may be tackling a new issue or problem. There may be no one to turn to within your organization for advice or suggestions.

Here are some tips for leading a successful temporary team.

Provide a concise, clear target outcome and timeframe.

Too many teams last longer than needed because no one has defined the target outcome. Make it clear that the team is temporary and that success is demonstrated by the fact that the team is no longer needed. This is counterintuitive in the business world.

Embrace task achievement as the priority.

While trust and respect are always needed for peak team performance, long-term relationship management is not as essential when working with temporary teams. If you feel it is necessary, build-in time for the team to get to know each other in a facilitated, structured way. Otherwise, focus on task achievement as the priority.

Provide the necessary infrastructure.

When bringing together a team from different parts of the organization, you must provide the necessary tools and infrastructure. This may include a dedicated video meeting room, templates or examples of deliverables.

Celebrate the team’s success.

Everyone wants to be acknowledged for a job well done. So, when your team completes the work, pause to thank and reward them however you can. This provides emotional closure and marks the team’s success and impact.

Pryor Learning Courses Offer Strategies For Leading Your Team to Excellence

Whether you are leading a temporary team or seeking advice on long-term leadership, Pryor Learning courses offer winning strategies. Here are some of our best training opportunities for those constantly searching for ways to improve in the workplace.

This one-day, live-online seminar is perfect for forward-thinking managers who want to learn how to turn their employees into super-productive, motivated temporary team members. Specifically, you’ll learn:

  • Five simple steps for creating no-fail, successful game plans.
  • Clever solutions to maximize your ability to think on your feet.
  • How to avoid over-communicating (or over-coaching).
  • How to deal with stress, pressure, and anxiety from leading a temporary (or full-time) team.

This team-building training transforms temporary teams into a cohesive, coordinated group. Enroll in Leadership, Team-Building and Coaching Skills for Managers and Supervisors from Pryor Learning.

Inspiring Employee Motivation and Engagement

Are the employees making up your temporary team excited for the additional challenge, or do you find them unmotivated and unengaged in the project? Unfortunately, employee engagement levels have fluctuated dramatically since the pandemic. Learn how to lead a temporary team in a post-pandemic world by enrolling in Pryor Learning’s live three-hour interactive seminar called Inspiring Employee Motivation and Engagement.

This course benefits business owners, temporary team leaders, human resource professionals and anyone leading employees who are stretched too thin.

Some of the key takeaways from this Pryor Learning course include:

  • Strategies to motivate others to perform at their personal best consistently.
  • Techniques to solve repetitive problems and dilemmas.
  • Insights on working with different age groups.
  • Tips for using assertive, persuasive, and high-impact communication to advance buy-in and motivate your team.
  • Ways to recognize and reward employees that foster, engage, and inspire others.

In essence, you’ll learn how to motivate your temporary team to work well together to complete your assigned project.

Building Teamwork One Individual at a Time

Does your temporary team HAVE TO SUCCEED? Here’s a class for all your team members, regardless of their position or experience, that prepares them to work together to achieve a common goal.

This digital-download, one-hour webinar brings to light some of the pitfalls that occur when working within a group.

Your temporary team will learn the behaviors of a helpful team member, including:

  • Establishing and following ground rules for your team.
  • Guidelines for clear and concise communication.
  • Preventing disruptions in team meetings and maintaining team focus.
  • Tips for overcoming barriers to productive communication.
  • Which negative and inhibiting behaviors influence group productivity.
  • The basics of balanced participation.

While temporary team leaders can undoubtedly benefit from Building Teamwork One Individual at a Time , consider prepping your employees who aren’t used to working collaboratively with this team-building seminar – especially if your project MUST SUCCEED!

Coaching Skills – Beyond Basic Supervision

Is your temporary team divided? Do you have problem participants, frustrated top performers and unmotivated members? Then your team doesn’t need a supervisor – they need a team leader with a vision and excellent coaching skills.

Learn how to get your team back on track with Pryor Learning’s Coaching Skills – Beyond Basic Supervision . This one-hour webinar will show you how to adjust your strategies and provide new tactics to get your team on track.

You’ll learn how to unleash your team’s potential by:

  • Identifying the best communication methods for your team.
  • Discovering what motivates your team members.
  • Learning how to be a resource for your employees who are struggling.
  • Ensuring you have the right people doing the right jobs on your team.

The best thing about this course is that it can be on your screen within minutes –you can digitally download this webinar. Once you see what a difference the content makes in improving your coaching skills, you’ll be excited to bring the course to your whole team. Request onsite training by filling out our online form.

Other Things to Remember When You Are Tasked With Leading a Temporary Team

Are you excited, nervous or a combination of both as you face your new leadership role? You may be excited to prove your worth as a leader by attacking the position with vigor. After all, when selected and managed well, temporary teams can have a significant impact on moving an organization forward.

As you look forward to leading your temporary team (project team or tiger team), we offer these two final pieces of advice:

First, learn as much as you can. After all, famed lawyer Wendall Willkie once said, “Education is the mother of leadership.” Learn strategies for completing this project by enrolling in a course offered by Pryor Learning. Pryor Learning offers 17,000+ training options, including 12,000+ live seminars across the U.S. and Canada and more than 5,000 online courses within our mobile-friendly learning platform. Learn leadership strategies from industry leaders and academics from these award-winning courses.

Also, remember the importance of leading a team in a delicate, nuanced manner.

Consider this quote from philosopher and writer Lao Tzu: “A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.”

Give your team members a goal, timeline, infrastructure, and direction. Once these are established, make necessary, periodic adjustments and let your team shine.

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Navigating Temporary Employment: Exploring the Pros and Cons

  • Written by: Carin Vreede
  • Last updated: 21 June 2024

Temporary Employment

This article will explain everything you need to know about temporary employment – from the pros and cons to the rights of workers on temporary contracts.

Table of contents

What is temporary employment?

Types of temporary employment, what are the benefits of temporary employment, what are the disadvantages of temporary employment, temporary employment and hiring in practice, occupational safety and health.

Temporary employment is a short-term working arrangement between an employer and an employee. The length of the agreement can vary but is typically between one day and one year . Employers often use temporary employees to fill vacant positions due to an employee leaving the company, working on a special project, or during times of high demand. For example, a company may hire a temporary worker to help with a busy season or to cover for an employee on leave.

There are many benefits to temporary employment for host employers and employees. Employers can save on training and development costs, and they have the flexibility to increase or decrease their workforce as needed. Employees can gain valuable work experience, build their resumes, and earn income while they are between jobs.

If you are interested in pursuing temporary employment, keep a few things in mind:

  • Be prepared to explain why you are interested in the position and believe you would be a good fit.
  • Be flexible in terms of your start date and duration of the assignment.
  • Be sure to have your resume and references ready to go.

Temporary workers fall into two different categories, but they both fall under the same premise: they are not permanent employees.

Fixed-term contracts

An individual is employed on a fixed-term basis with a contract stating the length of time they will work. A time frame could range from 1-6 months to a year but is typically about 3-6 months. Sometimes, a company needs an outside hire to work on a specific task requiring a temporary, outside staff member. 

Useful Read:  Contract of Employment: A Comprehensive Guide for Managers

Retail businesses, in particular, may require extra help during busy periods like Christmas. The company can hire employees when needed rather than surplus employees when activity resumes. 

Temporary contracts

Temporary employment arrangements are usually informal and without a contract. You could work on a task for several hours a week until it is completed or take on a one-time, short project.

Employers and employees can benefit from this work, although it is less common than a fixed-term contract . To protect their rights and those of the company, freelance workers usually accept temporary and hourly jobs .

There are several benefits of temporary employment:

Flexibility and Variety:

Temporary employees can change their schedules according to their needs. They can work full-time or part-time, allowing them to accommodate their schedules with their family needs and other commitments. Employers can also choose who they want for temporary positions, which means there is more flexibility regarding who will work for them at any time.

Skill Development:

Whether you need some skills for your resume or want to explore new career options, you may qualify for a temporary position if you don't know what you want to do with your career or interests. Temporary opportunities can give you a chance to experience different types of jobs and develop new skills at the same time. 60% of temporary workers report gaining new skills while working with a temporary employment agency. You will likely find new career opportunities or full-time jobs due to acquiring new skills and experiences.

Opening to Permanent Position:

Temporary employment opportunities can help you qualify for permanent employment in an organization. You can gain experience by working in a temporary role. As an employee, you gain insight into the company's culture and expectations and hands-on experience working for the company. You will also be at an advantage over those without the same connections and knowledge when you get hired after impressing hiring managers.

Employee scheduling and Time-tracking software!

Employee scheduling and Time-tracking software!

  • Easy Employee scheduling
  • Clear time-tracking
  • Simple absence management

Lack of Job Security:

Temporary employment does not provide job security for the long term. A fluctuation in assignments and pay rates may force you to take an assignment and pay rate that doesn't suit your abilities. It may not provide you with the income you need.

You may need help planning and have to do assignments you don't enjoy. Remember that you will only be assigned to the organization for a short time if you get the job. Temp workers may experience periods of unemployment due to gaps between assignments.

Limited Benefits:

There are many temporary job opportunities, but temporary positions typically have limited or no benefits. Temporary workers are usually not covered by health insurance, paid vacation, or pension plans . Time off or vacation may mean you are responsible for paying for your coverage. You will also have to account for not receiving pay during that time.

Useful Read:  What does Paid Time Off Mean? Everything Managers Need to Know

Low Satisfaction:

Temporary employment may not be satisfying, as you are not working permanently and will only see the effects of your work for a short time. Temporary workers are often treated differently from those who are full-time. In such a situation, a person might feel like an outsider and unable to establish a strong connection with their fellow employees and colleagues.

staffing services

An audit by a national auditor confirms that all hiring requirements have been met in practice. All parties involved in the relationship have a framework agreement outlining rights and obligations between the lender, the borrower, and the employee.

What are the rights of temporary agency workers? Temp workers are expected to be treated the same as regular employees under the law. There must also be respect for minimum working conditions . It also includes certification of temporary agency workers in accordance with collective agreements, enforcement of minimum wages , and remuneration and leaves even during off-peak periods.

Furthermore, we must take into account wage caps and social security deductions. It is optional for temporary staffing agencies to become experts on workplace hazards but rather to identify the conditions at their clients' (host) agencies, potential risks, and how to protect temporary employees.

It is, therefore, mandatory for companies to obtain permission from the relevant employment agency before lending workers. A time limit is also set here for hiring a worker. The same borrower can use a temporary agency worker for a maximum period of 18 months.

Temporary staffing agencies can engage in employment relationships if the maximum release period has been exceeded or the lender doesn't have a permit to leave.

industrial-factory-employee-working-in-metal-manuf-2022-01-31-19-05-15-utc_50

Several factors could contribute to the high injury and illness rates among temporary workers. As a result, they are often assigned hazardous jobs or tasks because they lack experience.

In addition, they may lack the basic skills to protect themselves from workplace hazards because they haven't been properly trained to speak out against unsafe work conditions. According to a joint guidance document published by OSHA and NIOSH, staffing agencies and host employers are responsible for maintaining a healthy and safe work environment for temporary workers.

Occupational/ workplace safety and health for temporary workers need collaborative and interdisciplinary efforts (e.g., epidemiology, occupational psychology, organizational science, economics, law, management, sociology, labor health, and safety).

What is an example of a temporary employee?

A temporary employee works for a company for a specific period and then leaves. A temp or staffing agency usually hires these workers, who are often hired to work in various industries (such as retail and food service).

How long should a temporary job last?

The length of your temporary employment depends on the type of position you are filling. For example, if you are filling a retail job that requires only three months of full-time work, your temporary employment will be three months long. If you are serving a permanent position that requires five years of full-time work, then your temporary employment should last five years instead.

What is the meaning of temporary employment?

Temporary employment is an employee who works for a particular employer for a limited time period. In the United States, this includes independent contractors who work on their own behalf and employees working primarily under contract with another company or individual (also known as direct hire).

Carin Vreede

Written by:

Carin Vreede

With years of experience in the HR field, Carin has a lot of experience with HR processes. As a content marketer, she translates this knowledge into engaging and informative content that helps companies optimize their HR processes and motivate and develop their employees.

Please note that the information on our website is intended for general informational purposes and not as binding advice. The information on our website cannot be considered a substitute for legal and binding advice for any specific situation. While we strive to provide up-to-date and accurate information, we do not guarantee the accuracy, completeness and timeliness of the information on our website for any purpose. We are not liable for any damage or loss arising from the use of the information on our website.

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HR Glossary › What Is a Temporary Employee?

What Is a Temporary Employee?

temporary task meaning

Saray Ben Simhon

Head of Human Resources, Connecteam

Saray is the Head of Human Resources at Connecteam, where she leads a team of HR specialists. She has a diverse background in recruiting and HR management and deeply understands the unique challenges presented to high-growth companies. Saray has strong managerial and business leadership skills, making her a relentless force in solving company issues. Saray holds a BA in Behavioral Sciences.

What Is the Benefit of Hiring a Temporary Employee?

How can you successfully hire a temporary employee, best practices when employing temp workers, succeeding long-term with a temporary employee.

A temporary employee is someone who is hired for a set, pre-determined period of time, either on a full-time or part-time basis. They may be hired for a day, a week, a month, or longer—whenever your organization needs an extra pair of helping hands. Temporary employees are not independent contractors. With temporary workers, you determine where, when, and how they work. Your temporary workers can work onsite or in the field. You get all the benefits of having a dedicated employee, without a long-term commitment. There are three main situations where such workers may be needed:

  • Seasonal fluctuations, such as the holiday season or a sudden increase in demand
  • A gap in the workforce, caused by a permanent worker’s vacation or leave of absence
  • On-call or per diem workers (such as substitute teachers or on-call healthcare workers)

In 2022, there were about 3 million temporary workers in the United States. These workers are sometimes called temps, on-call workers, per diem employees, “as needed” workers, or contingency employees. No matter what you call them, they offer many benefits for organizations.

  • Temporary workers help you adjust to changing needs. Temp workers keep you flexible. When you need extra help for a big order or the holiday rush , temps can help. If you have an employee taking maternity leave or time off , a contingency worker can keep you staffed until your full-time worker returns.
  • Temporary employees can save you money. According to the Bureau of Labor Statistics, benefits account for 31% of employer costs for worker compensation. In most cases, though, temp workers don’t need to be paid benefits and are a cost-effective way to fill in a labor gap. Temporary employees also require less investment than permanent employees when it comes to training, onboarding, and professional development, which also helps save your business money .
  • On-call workers help boost your productivity. When you’re on a tight deadline for a project or have a busy season, contingency workers can temporarily boost your productivity so you can meet the demands of your workload. You can hire multiple temps to suddenly boost production or the number of clients served.
  • Contingency employees let you try before you hire. Some companies hire temps and eventually transition some of them to permanent employees. They get to know a worker over time and see how they work before they make a job offer. If you do decide to do this, don’t make any promises about permanent employment, however. You don’t want to have to walk back a potential job offer.
  • On-call workers give your workers a break. More hands on deck can give your team a break, especially at busy times. With temps helping out, permanent workers can avoid overtime and enjoy a better work-life balance. You can also prevent a culture of overwork from developing. 
  • Temps can help you address market worries. In a tight talent market, it may be hard to find the candidates you need to fill open positions. In these cases, temporary workers can help you keep your doors open while you continue to look for talent. You may even find your next permanent hire through a contingency hire.

Hiring an “as needed” worker is a different process than recruiting a permanent member of your team. Here are the best practices for hiring temp workers.

Define the job

Decide how many hours you can offer a temporary employee, what they’ll be working on, and how much the position will pay. Being clear in your requirements will help you find the right temp for the job. Write a clear job description that outlines what the position will require and how long it will last.

Decide how you’re hiring

It’s possible to hire temps directly by posting on job boards or recruiting using your usual hiring methods. You can also hire a temporary employee through a recruitment or temporary staffing agency. If you need to hire quickly, agencies can take care of vetting and simply send over a qualified worker.  There are other ways to find temporary employees, too. You can contact former temps or seek out referrals from your employees. Your current workers may know someone who is looking for casual work. If you tend to hire many temps, an applicant tracking system (ATS) lets you post to multiple job boards and manage and communicate with multiple candidates.

Screen your candidates

Once you have a few potential temporary hires, you’ll want to make your selection. The process for hiring temps is more streamlined—you don’t want to invest too much time, since this is not a permanent addition to your team.  Instead, review applications and resumes and select a few likely candidates. Schedule a short telephone interview and then narrow down the list. Once you have a few options left, schedule in-person or longer phone interviews so you can make your final selection. When you’re ready to hire, make sure your offer includes specific start and end dates to keep the temporary nature of the work clear.

Stay compliant

Unlike independent contractors, temporary workers are employees. They need a W-2 form and you’ll need to pay payroll taxes for these workers. You’ll also need to complete an I-9 form to verify the worker’s identity and work authorization. Unlike permanent workers, however, temps may not be entitled to benefits . Make sure you find out what the requirements are in your state. You might even want to consult with an employment attorney to make sure you’re compliant.

Create an onboarding process

Download your free guide on “10 tips for engaging your frontline teams”  ⤵.

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There are certain strategies that can help you integrate temporary employees with the rest of your team:

Be welcoming, but do set boundaries

Contingency workers sometimes fall into a grey area in the workplace: they’re workers and yet everyone knows they’re not permanently part of the team. At some workplaces, this can mean on-call workers are ignored. At other workplaces, it can mean temps are treated as part of the workplace, which can lead to confusion for employees. Some contingency workers are doing temp work to fill an employment gap and may be looking for full-time employment. You don’t want to give the impression that a contingency job can lead to permanent work if that’s not the case.  Avoid treating on-call workers as permanent. Do offer training and be inclusive, but also be clear that the worker will be moving on. You will need to decide how to do this. It may mean not having the temp employee take part in all professional and personal development opportunities. It could also mean mentioning the final workday: “We’re very grateful for your work here through March. It will really help us out.” 

Set up good communication

Temporary workers need to learn the ropes quickly. Make sure they know where to turn if they have a question about their work. Apps such as Connecteam’s chat enable temp workers in the field to quickly contact a manager to ask questions or to get clarification about a job. You might also consider pairing up your temp with a more experienced team member, so your permanent employee can be a support system on the job.

Understand how to protect your organization

Since contingency workers are still employees, employers are still liable for their behavior. If a temp is accused of misconduct or violence, your organization can be held liable. For this reason, you need to vet carefully and offer clear training. You might also want to contact your business insurance providers to find out whether on-call employees are covered by your liability policies. In addition, consider whether you want to have temps sign a non-disclosure agreement to protect your trade secrets. Temp employees can also file claims, including for wrongful dismissal. Note that just as with a regular employee, you can terminate an on-call worker with cause. However, use extra caution, especially if they are part of a Title VII class , as you don’t want a claim in this regard. Just as with any employee, it’s important to keep performance reviews and a file on each of your temps, so you have all the appropriate documentation about your workers.

Pay attention to legal issues

There is no set limit on how long you can hire a temporary employee. However, if you hire one on an ongoing basis, they may eventually legally be considered employees in some ways. In most cases, workers are considered full-time and are required to be offered health insurance if they have worked 130 hours per month. Consult IRS rules to make sure you’re offering health insurance as appropriate. In addition, employees who work 1,000 hours in a year may be eligible for your employer-offered retirement plan if that plan is covered by the Employee Retirement Income Security Act (ERISA) . In both these cases, temp workers are not eligible for these benefits if they were hired by a staffing agency. If you expect you will need temps for a longer period and they will be working long hours, consult the laws in your state. You may want to hire a few contingency workers for shorter periods of time to protect yourself. Or, you may want to work with a temp staffing agency to stay compliant.

Temporary workers help your organization stay agile and flexible. Whether you need extra help as your business needs change or you need to temporarily replace a worker who’s on leave, temps can make a difference. With a smart hiring strategy and an eye toward compliance, these workers can help you stay productive and can help you manage your workload.

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  • Temporary work

Glossary: HR & Recruiting Definitions

What is temporary work?

The term temporary work describes a short-term, temporary form of employment. Although this can technically refer to any form of temporary employment, in general, temporary work refers to work through a so-called temp agency.

This is a form of employment in which employed skilled workers (“temporary workers” or “temp workers”) are deployed on a loan basis in a company (“employee leasing”). Particularly in case of urgent staffing requirements, temporary employment can offer a practical solution for filling a vacancy quickly.

Table of contents

How does temporary employment work?

Why should companies hire temporary workers, other advantages and disadvantages for employers.

Temporary work (often shortened to temp work) refers to a form of employee leasing.

A personnel service provider (an agency) leases out a skilled worker—or their know-how—to an external company that requires personnel immediately. This follows previously agreed terms and conditions and is normally for a fixed period of time.

All in all, temporary employment is the only form of employment in which three parties are involved. However, although the borrowed employee (the temporary worker) is employed in an external company, they are not automatically employed there as well.

The temporary worker initially signs their employment contract with the staffing agency and remains employed by the former throughout their assignment at the third-party company.

The temporary worker also receives their salary — after deducting some fees — from their actual employer (the temp agency).

The third-party company is responsible for onboarding and often for providing any material necessary to perform the job as well. However, the staffing company is responsible for issuing a certificate of employment for the assignment.

Different countries will have different laws regarding how the parties work together. For example, in Germany, all the important rights and obligations of the parties involved are laid down in the German Personnel Leasing Act (AÜG).

What happens when temporary workers are no longer needed?

If the company no longer requires the temporary worker’s services, they will simply stop the collaboration.

The temporary worker initially ends up back in the staffing company’s talent pool until a new assignment is found for the employee. That is why temporary work is often also called staff leasing.

Can temporary workers also be taken on permanently?

Yes. If both the temporary worker and the company enjoy the collaboration, the temporary worker can, in some cases, also be hired and permanently employed by the company.

Personnel leasing (in addition to direct staff placement) is therefore used in many companies as an instrument for personnel recruitment and is sometimes even part of the recruitment strategy .

How long can temporary workers be leased out?

The regulations on this differ per country.

For example, according to the German Temporary Employment Act (AÜG), the maximum period for which a temporary worker can be leased out cannot exceed 18 months.

This means that temporary workers may be employed for a maximum of 1.5 years in one and the same (third-party) company.

If the maximum assignment period is exceeded, an employment contract between the third-party company and the temporary worker may automatically come into effect.

Temporary staffing is an important part of the labour market. This is because temp agencies cover a broad spectrum of workers with a wide range of skills and qualifications. Companies can find both unskilled workers and well-trained specialists.

Sometimes it happens that several team members in a company resign shortly after each other, take maternity leave, or leave for early retirement. Sometimes, a company can struggle with immediate staff shortages due to illness (e.g. Corona or flu).

Another reason can be that the company is scaling rapidly and the workload is causing overwork and burnout in the team… Long story short: There are many reasons that can cause an urgent need for personnel.

In such situations, a company needs new employees ASAP. However, searching via a job ad can take too much time. This is when HR managers can use temporary staffing to provide replacements at very short notice in order to defuse urgent situations and take the pressure off the team.

Of course, alternatively, you can use JOIN’s free recruitment software to attract talent faster and more efficiently.

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temporary task meaning

Employers can expect other benefits, including short-term staffing options and a large talent pool. However, recruiters should be aware of a few drawbacks. We briefly outline both below.

Advantages of temporary staffing

  • Custom-fit recruiting: Instead of having to search for the right talent in the broad mass of job seekers , recruiters can specifically request the hard skills they’re looking for from the staffing firm and find suitable talent faster.
  • Significant cost savings in recruiting: A vacant position becomes more expensive the longer it remains unfilled. And the time spent on writing a job ad, applicant management, screening , and interviewing processes are also factors that can be shortened with staff leasing.
  • More flexibility in staff scheduling: For companies looking to compensate for sick or maternity leave, temporary workers are a great solution. They are available quickly and can leave with very short notice (generally between 2 and 14 days, depending on the length of employment) when their help is no longer needed.
  • Contributing to more diversity in the team: Temporary employment also contributes to integration. In fact, foreign professionals who experience problems finding work through the usual channels—for example, due to bad and unfair shortlisting practices—can often get a job through an agency more easily. Integrating them in the third-party company can contribute to the company’s diversity recruitment goals and provide valuable cultural add —that is, enriching the corporate culture with valuable skills—in the team.
  • No ancillary wage costs: In addition, companies only pay the gross remuneration and do not have to pay ancillary wage costs (i.e. social security contributions, holiday days, sick leave). The staffing agency deducts these (in addition to a service fee) before paying the net remuneration to the temporary worker.
  • Easy to calculate: Because companies only compensate the temporary worker for hours actually worked, it’s easier to keep track of the staff leasing budget and costs can be better planned and estimated.

Disadvantages of temporary employment

  • Qualified staffing agencies hard to find: There are many staffing agencies, but not everyone signed up with them is truly qualified for the job. Companies should therefore ideally find out in advance about other recruiters’ experiences with a temporary staffing agency.
  • “Equal Pay” after several months: In Germany, for example, temporary workers must be compensated at the same rate as the company’s permanent workforce after more than nine months of employment with the third-party company.
  • Calculation of deadlines is complicated and often unclear: It is particularly important to know and keep an eye on the deadlines for the deployment of temporary workers (e.g. when equal pay sets in or the maximum transfer period). This can sometimes be difficult and confusing.
  • Takeover is rarely seamless: If a company actively decides to hire temporary workers on a permanent basis, this rarely happens without a transitional phase. For example, the contract with the staffing service provider must first expire, or the temporary worker must give notice and wait for the notice period.

Are you looking for an alternative to temporary workers? Then hiring a trainee or freelancer could be a good solution for you.

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What are the differences between a temp job and a part-time job?

People often confuse temporary work with part-time work, but there are distinct differences between these employment arrangements. We asked business leaders to discuss key differences between these two types of work. Here’s what they had to say.

Stephanie Dennis

Stephanie Dennis

Career Coach and Talent Acquisition Consultant

Stephanie Dennis is on a mission to empower people to take control of their careers by offering holistic career advice.

A temp job is just that—temporary—and generally for a pre-determined time at the time of hire. Usually 3, 6, 9 or 12 months, but it can really vary depending on the organization’s needs.

If someone does well in a temp job, it is possible for them to be hired full time.

You can be hired for a temp job in 1 of 2 ways:

  • Through the company directly. For example, if you are doing work for ABC Inc, you are paid by ABC Inc directly.
  • Through a staffing company . For example, you do work for ABC Inc and likely sit in the ABC Inc office but are paid by my XYZ Staffing.

Oftentimes, temps who are hired directly through companies have little to no benefits, whereas when someone goes through a staffing company, they have more benefits available to them.

To add to the complexity, you can also be a W2 or 1099 temp; however, 1099 generally refers to independent contracts, but not always.

A part-time job (that is not designated as a temp, contract, etc. because you can have part time temps) is a permanent role that will be needed on an ongoing basis. You work directly for the company hiring you, and there is no staffing company involved on an ongoing basis (you could hire a staffing company to fill a part-time permanent role and pay a fee for that person). Benefits are similar to temp, though with little to no benefits options for part-time employees. However, this can certainly depend on the organization you are working for.

Jason Yau

Jason Yau is the VP of E-Commerce & General Manager of CanvasPeople

Hiring for part-time or temp work are strategies that companies use in order to be more cost-effective when it comes to staffing/employment practices. It’s understandable why some would be under the impression that they are exactly alike. Temp work is more clearly defined in terms of how long the job is for. Before being hired, you’ll be told that when it ends and if there will be a potential temp-to-hire opportunity (this is highly dependent on costs, state of the business, etc.) For part-time work, the definition is a bit looser.

Essentially, if you’re working under 35 hours/week, you fall under the “part-time” umbrella. Knowing this, you can absolutely be working part-time in a temporary role. However, the differences are typically reflected in benefits, pay, etc. Many companies will apply pro-rated pay and benefits to their part-time employees in accordance with those that the full-time employees have. This is not the case for a temp/contract position. You might find yourself asking how temp work is even legal or if they get to share any perks that part-time employees do. Temp employees are still fully entitled to employment rights, labor laws, etc.

Polly Kay

Senior Marketing Manager at englishblinds.co.uk

Polly Kay has over a decade of experience as a digital marketing consultant and senior marketing manager, serving a diverse range of clients ranging from SMEs to large international corporations and household names.

A temp job might involve working either part-time or full-time hours, but by definition, it is a job that is intended to be performed on a short-term basis, or for a finite period of time. A temp job might continue for a day, a few days or for much longer – such as is often the case for maternity leave cover– but it is designed to be temporary, rather than a permanent, ongoing form of employment.

Temp jobs might also be available at short notice and involve a variety of different hours and working patterns, while most part-time jobs offer more regularity and consistency in terms of scheduling.

Businesses might employ temp workers when the amount of work available at any given time can be highly variable (such as within the hospitality trade), when the work is project-based with gaps between projects (such as within the construction trade) or at seasonally busy periods (such as in the run-up to the holiday season in retail units). All of these scenarios require additional staffing at certain times and this need may be replicated on a regular or semi-regular basis rather than being unpredictable or anomalous. Such scenarios neither warrant nor necessitate the retention of additional permanent staff, due to the times when little or no work is available for them.

Additionally, some small businesses during their early days may employ temp workers rather than permanent workers, even though they intend to keep the workers on long-term, as the uncertainty of the business’s future or their ability to offer the type of benefits permanent workers expect might impact their hiring practices.

Temp workers rarely receive the same types of benefits as part-time or full-time permanent workers, like healthcare, dental coverage, and paid vacation, but in some cases, they may be paid at a slightly higher rate to accommodate for these factors.

John Linden

John Linden

John Linden is a well-known, Los Angeles-based interior designer at mirrorcoop.com. Established in 2013, Los Angeles, California’s Mirror Coop is an online, curated collection of vintage, MidCentury, Art Deco furniture.

Basically, somebody who works under 35 hours per week is classified as a part-time employee. Any longer than that and they would be classified as full-time worker. On the other hand, temporary employees can work either part-time or full-time. They could clock in more than 35 hours a week and work full-time but still be considered a temporary employee. In fact, most temporary contracts assign people to cover for permanent employees who have gone on leave.

A part-time worker can be employed either on a permanent or on a temporary basis. If permanent, they have a regular schedule and work indefinitely. In contrast, a temporary worker does not have a regular schedule and only works for a specified amount of time. For example, a company might hire extra sales clerks around the winter holidays. Once that time is over, they will either leave or be recruited if the company liked the temporary employee enough to convert their position to a permanent one.

Part-time employees are bound by the same policies that would apply to a full-time employee. They’re considered to be workers for that company and can receive company benefits. Temps are often hired by agencies that send them out to work on temporary assignments. Compared to part-time workers, temps usually receive less pay and fewer benefits.

Ellen Mullarkey

Ellen Mullarkey

Vice President

Ellen Mullarkey is a Vice President of Business Development with Messina Group. Ellen joined Messina more than 25 years ago after graduating from the University of Iowa. She has been instrumental in establishing and expanding Messina’s staffing divisions .

Many people think about accepting a part-time job while they are looking for a full-time job to keep the bills paid and possibly avoid a gap on their resumes. This, however, can be a mistake for a few reasons. In some cases, of course, part-time jobs are offered with the possibility of full time if it’s a good fit. If you would be happy to stay with the company in the long term on a full-time basis, taking this sort of position is probably a good idea. However, if moving to full time is not an option or not what you want, it can be unfair to the employer to take it knowing you aren’t going to say. Even for part-time employees, employers invest in job searches and training and expect employees who commit to stay. This is why putting a part-time job on your resume that you left after a short time can actually look bad as it means you’re willing to abandon a commitment.

On the other hand, when you take temporary work, the employer expects you to be there for a short time and takes that into account with their investment in recruitment and training. Like some part-time jobs, there is often a possibility of it leading to full-time employment. However, if it’s not a great fit, you can simply complete the temp assignment, and everyone can go their separate ways amicably without being disappointed.

Also, when you work for a temporary staffing agency during a gap in full-time employment, you’re going to list the staffing agency as your employer on your resume rather than each company you work for. This means you can take short-term positions at several companies while looking for a good fit without making your resume look like you’re a flake or a bad hire. And the really good thing is that your reference and reputation are with the staffing company (not the individual companies you temp with), who can vouch for your successes and strengths even if you’ve had placements that didn’t go as well as you’d have liked.

Andrew Taylor

Andrew Taylor

Andrew Taylor is the Director of Net Lawman , a legal firm based in the United Kingdom.

Temporary, or freelance, work is one of the most flexible and adjustable ways to work. Temporary workers are hired for a brief and defined period of time or until a certain project is completed. They are also, in most cases, paid less than their full time or part-time colleagues.

Temporary work also offers a lot fewer benefits than regular or even part-time jobs. Most temporary workers don’t get to go on sick leave or have holiday pay. Of course, irregular and uncertain work is another one of the major disadvantages of these types of jobs.

Part-time, on the other hand, means working less than a full-time job, either by working fewer hours or days per week. One of the best advantages of part-time jobs is more free time to spend with your family or to devote to looking for a different job.

Part-time work is also suited for students who aren’t able to allocate 40 hours a week to work, so instead, they work as much as they can under 40 hours per week. This means a lower income compared to a full-time job. Also, having a part-time job, in most cases, means people working part-time will have fewer responsibilities and fewer ways to move up.

Amie Thompson

Amie Thompson

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Amie Thompson is an executive, investor, mentor, and leader and the current President & CEO of Creative Allies, a marketing agency driving unparalleled brand engagement for sports, entertainment, and business clients.

  • Employer commitment: Hiring someone temporarily is usually for a specific event or project, and there may not be much investment made in the individual’s development or career progression. This is in contrast to a part-time hire, where it’s in the employer’s best interest to help develop the individual to support career growth, even if they only work 10-20 hours per week.
  • Consistency: When an individual is hired for a temp role, there is very little consistency or ability for them to forecast long-term. On the other hand, a part-time worker, in most cases, will have some level of comfort of a consistent number of hours each week.
  • Duration: Part-time work could last indefinitely while a temp worker may be restricted to length based on the laws in each state (in the U.S.) If not restricted by laws, duration may be impacted by seasonal work.

Igor Mitic

Igor Mitic is an experienced writer and content creator in the financial niche. He has extensive experience working with banks, insurance companies, and other institutions that create financial products and services. He is passionately sharing his knowledge as the Editor-in-Chief at Fortunly.com , a website dedicated to the simple explanation of financial matters to ordinary people.

There are several differences between part-time and temporary employees. One is that part-time employees are always working fewer hours than full-time employees on a regular schedule, and their employment status is indefinite and ongoing.

On the other hand, temporary workers have a defined period they’re working for the company. (Either it’s time-based or project-based work). People working as part-timers are often included in a company’s payroll system. However, with temporary workers, there can be a problem determining whether a person is an individual contractor or an employee.

This is a crowdsourced article. Contributors are not necessarily affiliated with this website and their statements do not necessarily reflect the opinion of this website, other people, businesses, or other contributors.

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Migrated Content

Temporary employment, whereby workers are engaged only for a specific period of time, includes fixed-term, project- or task-based contracts, as well as seasonal or casual work, including day labour.

11 November 2016

Temporary employment started attracting particular policy attention about three decades ago when its use in the labour market increased.

Fixed-term contracts

Fixed-term, project- or task-based contracts are contractual employment arrangements between one employer and one employee characterised by a limited duration or a pre-specified event to end the contract. Fixed-term contracts (FTCs) have always existed in labour markets and serve specific purposes. They provide flexibility to enterprises to respond to changes in demand, such as due to seasonal fluctuations, to replace temporarily absent workers, or to evaluate newly hired employees before offering them an open-ended contract. But beyond these traditional reasons, some enterprises have come to rely heavily on FTCs, hiring workers recurrently on these contracts for permanent tasks of the company.  For these enterprises, temporary employment may bring challenge for the firm, including on how to manage workers in different type of arrangements but performing similar tasks; it also risks leading to underinvestment in training and innovation and hence lower productivity. Some workers choose to be employed in temporary jobs as they are combining work with education or have other responsibilities that keep them from committing to work of an indefinite duration.  For most workers on FTCs, however, it is not an explicit choice. When fixed-term employment is involuntary, the arrangement is often of inferior quality as compared to indefinite-term contracts, especially if transitions to open-ended employment are compromised. It is thus important to prevent abuses in the use of FTCs through limitations on their renewals or overall duration or the prohibition of fixed-term work for permanent tasks. It is also essential to provide equal conditions of work to workers in temporary employment as compared to workers in standard employment.

Casual work

Casual work is the engagement of workers on a very short term or on an occasional and intermittent basis, often for a specific number of hours, days or weeks, in return for a wage set by the terms of the daily or periodic work agreement. Casual work is a prominent feature of informal wage employment in low-income developing countries, but it has also emerged more recently in industrialized economies, particularly in jobs associated with the “on-demand” or “gig economy”.

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Definition of temporary

 (Entry 1 of 2)

Definition of temporary  (Entry 2 of 2)

  • impermanent
  • provisional
  • provisionary

Examples of temporary in a Sentence

These examples are programmatically compiled from various online sources to illustrate current usage of the word 'temporary.' Any opinions expressed in the examples do not represent those of Merriam-Webster or its editors. Send us feedback about these examples.

Word History

borrowed from Latin temporārius "suited to the occasion, made for the occasion, lasting a limited time," from tempor-, tempus "time, period of time" + -ārius -ary entry 2 — more at tempo

derivative of temporary entry 1

circa 1564, in the meaning defined above

1848, in the meaning defined above

Phrases Containing temporary

  • temporary duty

Dictionary Entries Near temporary

temporarily

temporary annuity

Cite this Entry

“Temporary.” Merriam-Webster.com Dictionary , Merriam-Webster, https://www.merriam-webster.com/dictionary/temporary. Accessed 22 Jul. 2024.

Kids Definition

Kids definition of temporary.

from Latin temporarius "lasting for only a short time," from tempus "time" — related to tense entry 1

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Nglish: Translation of temporary for Spanish Speakers

Britannica English: Translation of temporary for Arabic Speakers

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Temporary Organizations

  • Living reference work entry
  • First Online: 16 December 2016
  • Cite this living reference work entry

temporary task meaning

  • Elke Schüßler 2  

737 Accesses

1 Citations

Temporary systems

Temporary organizations form for the purpose of accomplishing an ex ante-determined task with a predetermined termination point. They can be intraorganizational, occurring within the context of a non-temporary organization, or interorganizational, comprising a number of organizations (cf. Kenis et al. 2009 , p. 2).

Introduction

Temporary organizations or systems are a prevalent and relevant organizational form, with projects being the most well-known exemplar. Some even speak of “project society” to highlight a broader societal shift from industrial society, marked by traditional organizations and work arrangements, toward a projectification, marked by temporary and often highly networked work arrangements (Lundin et al. 2015 ). These developments raise broad questions not only for the organization of work and management but also for institutions such as corporate and labor law. Critical perspectives problematize the implications of projectification...

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Bakker RM, DeFillippi RJ, Schwab A, Sydow J (2016) Temporary organizing: Promises, processes, problems. Org Stud

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Grabher G (2002) The project ecology of advertising: Tasks, talents and teams. Reg Stud 36:245

Kenis P, Janowicz-Panjaitan M, Cambre B (eds) (2009) Temporary Organizations. Edward Elgar, Cheltenham

Lampel J, Meyer AD (2008) Guest editors’ introduction: Field-configuring events as structuring mechanisms: How conferences, ceremonies, and trade shows constitute new technologies, industries, and markets. J Mgt Stud 45:1025

Lundin RA, Söderholm A (1995) A theory of the temporary organization. Scand J Mgt 11:437

Lundin RA, Arvidsson N, Brady T, Ekstedt E, Midler C, Sydow J (2015) Managing and working in project society. Cambridge University Press, Cambridge

Sydow J, Schüßler E, Müller-Seitz G (2016) Managing Inter-Organizational Relations. Palgrave MacMillan, London

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Elke Schüßler

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Florida Atlantic University, Boca Raton, Florida, USA

Ali Farazmand

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Schüßler, E. (2016). Temporary Organizations. In: Farazmand, A. (eds) Global Encyclopedia of Public Administration, Public Policy, and Governance. Springer, Cham. https://doi.org/10.1007/978-3-319-31816-5_39-1

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DOI : https://doi.org/10.1007/978-3-319-31816-5_39-1

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Posted on Jul 19, 2024 1:00 PM EDT

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The Veterans of Foreign Wars Post 9587 commander speaks to U.S. Marines and Sailors at a luncheon during Fleet Week New York on May 27, 2022. As a part of Fleet Week New York 22, the Marine-Air Ground Task Force Fleet Week New York engages in special events throughout New York City and the Tri-State area showcasing sea service technologies, future innovation and connecting with citizens. Fleet Week New York brings more than 2,000 service members from the Marine Corps, Navy and Coast Guard offering live band performances, military vehicle and equipment displays, and other community relations projects. (U.S. Marine Corps photo by Sgt. Isaiah Campbell)

For Task & Purpose coverage of Project 2025’s proposals for the U.S. military and Department of Defense , click here.

Project 2025, a policy guide that could be the blueprint for a second Donald Trump term, would revamp the Department of Veterans of Affairs with proposals to increase privatization, narrow the eligibility criteria for health benefits and replace civil service-style employees with political appointees in its ranks.

The document begins with an historical summary of the Department of Veterans Affairs, VA, and its current challenges meeting an aging, migrating population of veterans while modernizing and keeping costs within its budget. Chapter 20, which is dedicated to VA reforms , was written by Brooks D. Tucker , former VA Chief of Staff during the Trump Administration.

“Our goal is to assemble an army of aligned, vetted, trained, and prepared conservatives to go to work on Day One to deconstruct the Administrative State,” the manual states . “The VA must continually strive to be recognized as a ‘best in class,’ ‘Veteran-centric’ system with an organizational ethos inspired by and accountable to the needs and problems of veterans, not subservient to the parochial preferences of a bureaucracy.”

Task & Purpose reached out to six national veterans advocacy organizations for comment for this story. Three said they had no comment on Project 2025’s policy recommendations, the others did not respond, nor did two experts on veteran affairs at a major defense policy research organization.

Some veterans argue that Project 2025’s goals would impact veterans directly before any changes to the VA. In a July 9 op-ed, Michael Embrich, a veteran and former member of the secretary of Veterans Affairs’ Advisory Committee on the Readjustment of Veterans, wrote that the proposed cuts to federal agencies like the FBI and Justice Department could “disproportionately affect” the 300,000 veterans who make up roughly 30% of the federal workforce.

But the project devotes an entire section to overhauling major pieces of the VA.

In a similar fashion with its goals for other federal agencies, Project 2025 envisions a VA that is run by more political appointees . The policy calls for rescinding all “delegations of authority” granted by the Biden Administration and transferring Senior Executive Service employees out of positions designated for presidential appointees to “ensure political control of the VA.”

The project would rescind all Department of Defense policies “contrary to principles of conservative governance” including abortion services and gender reassignment surgery , arguing that “neither aligns with service-connected conditions,” which would warrant VA care.

Project 2025 also wants to revisit in-person work policies which transformed after the coronavirus pandemic to more hybrid and remote-work centric allowances for VA employees. The policy manual alleges that the work policies have turned into the VA’s current Secretary, Deputy Secretary, and their staff routinely working from home, having limited in-person meetings and relying more frequently on video conference calls.

If policies associated with Project 2025 are enacted, veterans that were previously found eligible for service-connected disabilities may see those revised or taken away.

The Project 2025 manual acknowledges two of the largest VA policy changes that expanded the number of veterans who qualified for service-connected disability claims: The 1991 Agent Orange Act and 2022 PACT Act (Promise to Address Comprehensive Toxics Act). The manual says that the two “ambitious authorities” have overwhelmed the VA’s ability to process new claims and adjudicate appeals, requiring more employees to stay up to date. The manual also says that the inclusion of injuries related to Agent Orange and Burn Pits/Airborne Toxins has caused “historic increases” in spending.

In May, the VA announced that it granted its one millionth benefit claim related to the PACT Act which changed the VA’s assumption of vet claims if they were present in a war zone where toxic chemicals were likely present – like at most U.S. bases during the Afghanistan and Iraq wars. When it was signed into law, the Wounded Warrior Project described the PACT Act as a policy that “opens up the door to pre- and post-9/11 combat veterans who served in areas of exposure.”

With the VA’s growing number of service-related health conditions, Project 2025 states that “some are tenuously related or wholly unrelated to military service” – the core issue for granting or denying service-connected disability claims.

Project 2025 provisions may mean that fewer health conditions qualify a veteran for disability benefits. More specifically, Project 2025 calls for a revision of the disability rating awards for future claims while “fully or partially” changing them for existing veteran claims.

More private healthcare

Project 2025 envisions bringing in more private companies for providing VA health care delivery, disability medical examinations, claims processing, and overall bureaucratic operations like acquisition and technology integration.

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It also calls for a larger budget for veterans to access private medical providers with the VA’s Community Care network which uses third-party providers – TriWest Healthcare Alliance and Optum Serve . In July 2022, a VA official told the House Veterans’ Affairs Committee that Community Care accounted for 44% of the VA’s health care services. The VA has also steadily increased the amount it spends on Community Care from $7.9 billion in 2014 to $18.5 billion in 2021.

With the expansion of Community Care, Project 2025 also wants to codify VA MISSION Act access standards in legislation to “prevent the VA from avoiding or watering down the requirements in the future.” Passed in 2018, the act gives veterans more flexibility to access care outside of Veterans Health Administration.

A September 2022 study by the RAND Corporation found that increased Community Care could complicate coordination of veteran care between the VHA and community providers leading to confusion for patients, duplicative tests, increased costs, and lower-quality care. Researchers did note that Community Care has improved access for rural veterans living far away from VHA facilities but also said that “research on this topic has been limited.”

The policy also calls for a “veterans bill of rights” so veterans and VA staff are better educated about the process for dispute resolution and their benefit entitlements which includes their eligibility for Community Care. Currently, veterans are not routinely informed about their eligibility unless they request information or are given a referral, the manual states.

Changes to VA structure

Project 2025 calls for an assessment of VA health facilities’ misalignment and rising infrastructure costs. The policy notes that the VHA’s 172 inpatient medical facilities across the U.S. are 60 years old on average, underutilized, and inadequately staffed. 

The envisioned restructuring of VA health facilities would look at expanding community outpatient clinics in areas where it costs the VA too much to maintain an entire healthcare campus for a dwindling or already small population of veterans.

The Project 2025 manual also calls for the VA’s healthcare system to publicly report on its ability to reach quality, safety, patient experience, timeliness, and cost-effectiveness standards similar to those set by the Medicare program.

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What went wrong? How did Secret Service allow shooter to get so close to Trump?

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Investigations into the sniper shooting that injured Donald Trump and killed a local firefighter must focus on whether several key Secret Service protocols were violated, current and former law enforcement officials said Sunday.

Chief among them: Why wasn't a building well within 1,000 yards of the former president locked down enough to prevent the shooter from nearly assassinating the presumptive GOP presidential nominee?

In an exclusive interview, former Secret Service Director Julia Pierson told USA TODAY that maintaining such a sniper security perimeter is part of the agency's responsibility for safeguarding "protectees" like Trump from harm. Yet the man identified as the sniper, 20-year-old Thomas Matthew Crooks , fired off numerous rounds from a building top about 150 yards from Trump's lectern at Saturday's rally in Butler, Pennsylvania.

“I think 1,000 yards is the sniper capability that we have a concern about for the President. So anything that's within that range, that is a professional, makable shot... and you want to know about it,” Pierson said.

“When you think about it, it's a football field and a half … and that is a makeable shot by an individual.  And obviously an inch would have made a difference in this case and Trump wouldn't be with us,” said Pierson, who spent three decades with the Secret Service, much of that on presidential protective operations, before becoming director in 2013.

Crooks managed to fire off numerous rounds , injuring two other people in the crowd, before being killed by a Secret Service counter-sniper sharpshooter from another nearby roof. On Sunday evening, the FBI clarified that Crooks had used an "AR-style 556 rifle ."  

Rep. Ruben Gallego, a former Marine and Arizona Democrat, said that those "responsible for the planning, approving and executing of this clearly insufficient security plan need to testify before Congress and be held accountable."

"There should never have been a clear line of sight on the former president. My Marine Corps training taught me that,” said Gallego, an Iraq veteran who is running for Senate in Arizona.

President Joe Biden also weighed in, directing Secret Service Director Kimberly Cheatle to review all security measures for the Republican National Convention, which begins Monday in Milwaukee. He said he had ordered an independent review of the security measures taken at the Trump rally to "assess exactly what happened."

First assassination attempt against a former or current President in 43 years

The shooting marks the first assassination attempt against a former or current U.S. president since President Ronald Reagan was injured in a March 1981 shooting at a Washington, D.C. hotel. Before that, in 1975 a member of the Manson Family cult tried to shoot President Gerald Ford at close range in Sacramento, California but failed to chamber a round into the gun.

The Secret Service has confirmed that it is investigating how a gunman armed with an AR-style rifle was able to get close enough to shoot and injure Trump in what appears to be an epic failure of one the agency's primary duties of protecting VIPs. The FBI, state police and the U.S. Congress also will be seeking to answer the many swirling questions.

Some of those questions: How did Donald Trump’s would-be assassin gain a high-ground vantage point to fire off a potentially fatal head shot against the former president? Why didn’t Secret Service counter-sniper teams neutralize Crooks before he got off so many rounds from his high-powered rifle, killing one Trump rally-goer and injuring two others?

Also, if Crooks had been flagged by local authorities for acting suspiciously as some media have reported, why was he then able to climb atop a nearby building with a rifle, firing a shot that grazed Trump's ear? And why did Secret Service agents allow Trump to stand back up defiantly and do three fist-pumps when it wasn't clear that the threat had been fully neutralized?

Could this have been stopped before it started?

John Miller, a former senior FBI and New York Police Department official, said on CNN that Crooks had been observed acting suspiciously near the magnetometers, or metal detectors stationed outside the event by local law enforcement agencies.

Those officials then shared those concerns with the Secret Service and other authorities “and people had his description and were looking around for him,” said Miller, who’s currently a CNN analyst.

At some point, Miller said, Crooks “left the magnetometer area. And then at some point, people start to point out there's a guy who's climbing on that roof, and he has a rifle and police are putting that over the radio.”

According to some video and media reports, the Secret Service counter-sniper on a nearby rooftop was aiming at the shooter, perhaps before he took some or all of his shots.

“The counter sniper appears to be looking through his scope as if he's scanning for something. … And then, when the shots are fired, takes out the shooter from his position almost immediately,” said Miller, the NYPD’s deputy commissioner of Intelligence & Counterterrorism until 2022. “So we have to fill in those gaps. What happened during those seconds? What were the communications? What did he see through the scope, and did he act at his first opportunity? And we'll learn that later.”

Miller said the counter-sniper succeeded in eliminating the threat quickly. “That part worked,” he said. But, he added, “What about the front end? Could this have been stopped with faster or more clear communications or a more intense search?”

Investigations have already begun

It’s possible and even likely that the Secret Service security plan for the rally, in conjunction with local and state authorities, took into consideration the building from which Crooks allegedly sprayed bullets. It could have been locked down from the inside, prompting Crooks to have to climb to the roof from the outside as part of the security plan put in place by authorities before the rally.

But the entire sequence of events will be investigated to find out what went so wrong that Crooks was able to gain access to the roof of the building, including whether he might have surveilled the site ahead of time to find the best way up, according to current and former law enforcement officials.

William Pickle, a former special agent in charge of the Secret Service's Vice Presidential Protective Division who oversaw Vice President Al Gore’s detail, said there are provisions in any Secret Service security survey that nearby buildings are accounted for. The Secret Service regularly secures public areas such as parade routes peppered with large buildings, and advance teams interview building owners and business managers to determine who has access to the building and at what times to determine if agents need to stand watch.

“We know who’s there, why they’re there, we have control over those buildings,” Pickle said. “It seems like somewhere in this security survey, someone dropped the ball on those particular buildings.”

Though Pickle said the counter-sniper that took out the shooter did an “outstanding” job, he questioned if the Secret Service had posted additional counter-sniper teams to sufficiently cover the entire event perimeter. “A gunshot knows no boundaries except by the velocity and distance a bullet can travel,” Pickle said. “This was a relatively easy shot, and Donald Trump may have been the luckiest man in the world yesterday. He survived by about half an inch."

Secret Service spokesman Anthony Guglielmi told USA TODAY on Sunday that he was traveling to Milwaukee, the site of the upcoming Republican National Convention, and would not be in a position to talk until later in the day. At 2 p.m., he said he was still "unable to respond" to claims that the Secret Service made mistakes in allowing the shooter to gain such a close vantage point.

Three hours later, another senior Secret Service official also declined to comment on whether the agency failed in its mission to protect Trump at the Saturday rally.

“Any questions regarding yesterday’s event can be directed to our public affairs office out of DC,” said Audrey Gibson-Cicchino, the agency’s coordinator for the upcoming Republican National Convention in Milwaukee. Speaking at a news conference there, she said she could only discuss convention security measures.

In a news conference early Sunday morning, the FBI special agent in charge of the Pittsburgh field office, Kevin Rojek, had confirmed that the FBI is leading the investigation into the shooting and that it “is our assessment at this time” that law enforcement did not know the shooter was on the roof until he began firing.

“It is surprising,” Rojek said when asked about the gunman’s close vicinity to the rally. He said that proximity is among the details that will be a focus of the investigation. Rojek added: “The Secret Service really needs to answer that question. They conduct the initial site survey.”

At the midnight news conference, State Police Lt. Col. George Bivens had deferred questions about whether there was anything about the venue that made it particularly difficult to secure by the Secret Service, which did not have representatives at the televised briefing.

Bivens also said he would not speculate on “how close a call” it was for Trump.

But Bivens confirmed that law enforcement is following up on a “number of suspicious occurrences” including accounts from witnesses who said they tried to flag police about the activity of a person outside the rally moments before the shooting.

Calls for answers from both sides of the aisle

Sen. James Comer, a Kentucky Republican who chairs the House Oversight committee, was one of several lawmakers who called for an immediate investigation into potential lapses by the Secret Service.

Comer said in a statement that he has already contacted the Service Service for a briefing and he called on Cheatle – the director – to testify about what went wrong. His committee will send a formal invitation soon, Comer said.

"Political violence in all forms is unamerican and unacceptable," Comer said in his statement. "There are many questions and Americans demand answers."

Pennsylvania Sen. John Fetterman, a Democrat, also called morning for an urgent investigation to explain what happened. Several hours later, however, Pennsylvania Gov. Josh Shapiro, also a Democrat, sidestepped a question at his own news conference about potential Secret Service failures in preventing the shooter from climbing atop the building.

"I'm not getting into ... any questions regarding the ongoing investigation," Shapiro said. "I trust that the FBI and the Pennsylvania State Police will keep you posted throughout the day and in the days ahead as to their investigations."

Contributing: Melissa Brown, a state political reporter at The Tennessean in Nashville, Tennessee.

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Secret Service Faces Questions About Leaving Building Out of Security Zone

Overlapping investigations will focus on the decisions the protection agency made before and immediately after bullets nearly hit former President Trump directly.

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Two Secret Service snipers dressed in black armor peer into binoculars while standing on a roof, with sniper rifles nearby.

By David A. Fahrenthold ,  Zolan Kanno-Youngs ,  Christina Morales and Mark Walker

David A. Fahrenthold, Zolan Kanno-Youngs and Mark Walker reported from Washington, and Christina Morales from New York.

The building from which a gunman fired at former President Trump on Saturday was — at least in hindsight — an obvious security risk. Its rooftop offered an ideal sniper’s perch, with a close, elevated and unobstructed view of Mr. Trump.

But when the Secret Service drew up plans for Saturday’s rally, it left that building outside its security perimeter. Instead, local law enforcement officials in Butler, Pa., were given responsibility for that building, and no police officers were stationed on the roof itself.

The building, used as a warehouse by equipment manufacturer AGR International, has become a focal point of myriad investigations into the shooting that nearly felled a former American president, one that Homeland Security Secretary Alejandro N. Mayorkas on Monday called a security failure.

The first question is why the building, about 450 feet from the stage, was left out of the perimeter. A Secret Service advance team visited the site and made the determination, and a supervisor would have had to approve it. The agency so far has not said who that was.

“Look, they’re all pointing. Yeah, someone’s on top of the roof — look.” “There he is right there.” “Where?” “Right there, you see him? He’s laying down. You see him?” “Yeah, he’s laying down.” Trump: “Instead, I’m here with you, fighting like hell to get a sense —” “What’s happening?” Trump: “Because if we do, we’re going to make America better than ever before. We’re going to make it —” “Yeah, look, there he is. Trump: “Because we have millions —” “Officer.” Trump: “People in our country that shouldn’t be here. Dangerous people. Criminals, we have criminals.” “He’s on the roof. Right here, on the roof.” Trump: “It’s much tougher —” “On the roof.”

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That is just one of many unanswered questions. It is also unclear how the gunman got on the roof. People at the rally reported a suspicious person to local law enforcement. Quickly thereafter, rally visitors pointed out a man on the warehouse and the Secret Service shot and killed him after he began his assault.

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What is swing trading?

How does swing trading work, swing trading strategies, swing trading vs. day trading, the bottom line, what to know about swing trading and how to minimize risks of this speculative trading strategy.

Paid non-client promotion: Affiliate links for the products on this page are from partners that compensate us (see our advertiser disclosure with our list of partners for more details). However, our opinions are our own. See how we rate investing products to write unbiased product reviews.

  • Swing trading is a speculative strategy where investors buy and hold assets to profit from expected price moves.
  • Swing traders leverage technical analysis to determine entry (buy) and exit (sell) points.
  • Swing traders are exposed to gap risk, where a security's price changes while the market is closed.

Investors approach the stock market with a variety of goals. Many invest for the long-term , seeking to build wealth over time, while others trade for short-term profits — and many people do both. There are a variety of strategies for trading, but one of the most accessible to newcomers is swing trading.   

Unlike day trading , where trading is extremely fast-paced, swing trading is slower. This strategy is a great way to understand market movements and dip your toe into technical analysis. Here's what the curious trader should know.

Swing trading is a trading strategy where investors buy a stock or some other asset and hold it — known as holding a position — for a short period of time (usually between a few days and up to several weeks) in the hopes of turning a profit.

The goal of the swing trader is to capture a portion of any potential price movement or "swing" in the market. Individual gains may be smaller as the trader focuses on short-term trends and seeks to cut losses quickly. However, small gains achieved consistently over time can add up to an attractive annual return.

The swing trader analyzes patterns in trading activity to buy or sell a stock in order to capitalize on price movements and momentum trends of stocks, typically focusing on large-cap stocks since they are the most heavily traded. Because these stocks have high trading volumes, they offer investors insight into how the market perceives the company and its security price movements. This active trading offers the information necessary for what's called technical analysis, which we'll cover in the next section. 

As with any style of trading, swing trading carries plenty of risks. Swing traders are exposed to several types of risk, the most common being gap risk, where a security's price rises or falls significantly based on news or events that occur while the market is closed, whether overnight or during a weekend.

The opening price will reflect the shock of any unexpected news. The longer the market is closed, the greater the risk. Abrupt changes in the market's direction also pose a risk, and swing traders may miss out on longer-term trends by focusing on shorter holding periods.

Example of swing trading

Let's take a look at a real-world example of how a swing trader may analyze Amazon's stock and determine when to buy or sell.

The candlestick chart above illustrates the "cup and handle" consolidation pattern, where the cup is u-shaped and the handle points slightly downward. This pattern is considered a bullish signal . 

If a swing trader wants to make a profitable trade in Amazon, they would likely purchase the stock at the top of the "cup," at or above the most recent high of $3,555. They should place a stop-loss order  at the most recent low in the cup handle ($3,395). Therefore, the risk — the maximum loss on the trade — is $160 ($3,555 - $3,395 = $160).

At the recommended reward/risk ratio of 3:1, which is considered good, you'd need to sell at $480 (3 x $160 = $480) above the entry price, or $4,035 ($3,555 + $480).

Why risk management is critical in swing trading

Risk management is the most essential component in a successful swing trading strategy. Traders should choose only liquid stocks and diversify positions among different sectors and capitalizations. 

Mike Dombrowski, head of capital markets at InterPrime Technologies, emphasizes the importance of risk management, saying that "each position should be roughly 2%-5% of total trading account capital. The most aggressive and professional traders may go up to 10% per position. That means a portfolio of five concentrated swing trades would represent 10%-25% of total trading account capital on average. 

Having cash in reserve allows you to add to the best-performing trades to help generate larger winners. As always, the key to swing trading is to minimize losses." He also notes that a desirable reward/risk ratio is 3:1, or 3 times the amount at risk.

Stop-loss orders are a vital tool in managing risk. When a stock falls below the stop price (or rises above the stop price for a short position), the stop-loss order converts to a market order , which is executed at the market price. With stop losses in place, the trader knows exactly how much capital is at risk because the risk of each position is limited to the difference between the current price and the stop price. 

A stop loss is an effective way to manage risk per trade.

Traders can deploy many strategies to determine when to buy and sell based on technical analysis, including: 

  • Moving averages look for bullish or bearish crossover points
  • Support and resistance triggers
  • Moving Average Convergence/Divergence (MACD) crossovers
  • Using the Fibonacci retracement pattern, which identifies support and resistance levels and potential reversals

Traders also use moving averages to determine the support (lower) and resistance (upper) levels of a price range. While some use a simple moving average (SMA), an exponential moving average (EMA) places more emphasis on recent data points. 

For example, a trader may use 9-, 13-, and 50-day EMAs to look for crossover points. When the stock price moves above, or "crosses" the moving averages, this signals an upward trend in price. When a stock price falls below the EMAs, it's a bearish signal and the trader should exit long positions and potentially put on shorts.  

Market extremes make swing trading more challenging. In a bull or bear market , actively traded stocks do not exhibit the same up-and-down movements within a range as they do in more stable market conditions. Momentum will propel the market up or down for an extended period. "[Traders should] always trade in the direction of the trend, taking long positions in bull markets and shorts when the markets trend downward," says Dombrowski.

Swing trading and day trading have many similarities, but the most marked difference is the frequency of trades. Swing traders focus on short-to-medium term positions while day traders close out their positions at the end of each trading day. Day trading is a full-time job, requiring the trader to monitor market movements throughout the day and trade frequently. A swing trader can manage and trade on the side while still maintaining a full-time job.

Let's look at the principal differences.

 Swing tradingDay trading
Trading frequencyMultiple trades per weekMultiple trades per day
Time required to tradeCan be done periodicallyRequires constant attention
Number of transactionsFewer transactionsMany intra-day transactions
Profit potentialGains and losses accumulate slowlyGains and losses accumulate more quickly
Trading outletBrokerage accountSpecialized trading software
CostsLowerHigher

Swing trading is an easy way for new traders to get their feet wet in the market, with traders typically starting with $5k-$10k, although less is acceptable. The cardinal rule though is that this capital should be money the investor can afford to lose. Even with the strictest risk management, the unexpected is always possible.

More importantly, swing trading doesn't demand the same level of active attention as day trading, so the swing trader can start slowly and build the number of trades over time. But it does require the investor to take a deep dive into technical analysis, so an aptitude for charts and numbers is necessary.

For traders willing to spend time researching stocks and developing an understanding of technical analysis, swing trading offers the potential to accumulate attractive profits, slowly but steadily, over time.

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    Temporary employment, whereby workers are engaged only for a specific period of time, includes fixed-term, project- or task-based contracts, as well as seasonal or casual work, including day labour. Temporary employment started attracting particular policy attention about three decades ago when its use in the labour market increased.

  18. Temporary Definition & Meaning

    The meaning of TEMPORARY is lasting for a limited time. How to use temporary in a sentence.

  19. Temporary Organizations

    Temporary organizations or systems are a prevalent and relevant organizational form, with projects being the most well-known exemplar. Some even speak of "project society" to highlight a broader societal shift from industrial society, marked by traditional organizations and work arrangements, toward a projectification, marked by temporary and often highly networked work arrangements ...

  20. 11 of the Best Temporary Jobs (With Duties and Salaries)

    If you're interested in finding a temporary job, here are 11 roles you might consider: 1. Warehouse associate. National average salary: $31,728 per year Primary duties: Warehouse associates process goods and materials in a warehouse setting. They often receive shipments, prepare deliveries and organize stock. Warehouse associates also check for ...

  21. What does Project 2025 mean for military veterans?

    Project 2025 calls for changes to veteran healthcare, disability claims, VA personnel, infrastructure and more privatization overall. Marine Corps photo by Sgt. Isaiah Campbell Sgt. Isaiah ...

  22. Right-wing media figures blame women in Secret Service and DEI for

    In the days following the assassination attempt on former President Donald Trump, the Secret Service, charged with securing the Pennsylvania event, has faced scrutiny for the extraordinary breach ...

  23. 'Morning Joe' pulled from air Monday because of Trump shooting

    MSNBC will not air "Morning Joe," its celebrated politics roundtable program, on Monday, opting to instead air continued breaking news coverage of the attempted assassination of former ...

  24. Was Trump shooting an epic Secret Service fail? Some experts say maybe

    President Joe Biden also weighed in, directing Secret Service Director Kimberly Cheatle to review all security measures for the Republican National Convention, which begins Monday in Milwaukee.

  25. Why Republicans Keep Calling Kamala Harris the 'Border Czar'

    It was the same politically unsavory task that former President Barack Obama delegated to Mr. Biden when he served as Mr. Obama's vice president. And it's a task that has only become harder ...

  26. Temporary Contract Employment: Definition and Tips

    They either complete the terms of their services for few weeks or a maximum of 12 months and can work both full-time or part-time positions. Temporary contract workers are self-employed individuals that companies hire for a period of time to complete a task or fill a position. Instead of signing a W-2 tax form, companies sign a contract ...

  27. Secret Service Faces Questions of Trump's Protection at Shooting Site

    The Secret Service has not said whether local law enforcement officers made service agents aware of a suspect or whether those officers were up to the task of dealing with the situation.

  28. What Is Swing Trading? Definition, Strategies, and Example

    Swing trading is a strategy where investors trade stocks and other securities based on "swings" in the market that take place over days or weeks.