What is the name of your state? PA
I was hired for a temporary assignment; verbally told by the supervisor whom I interviewed with plus have e-mails stating temp. status and was given a specific end date (replacing someone on maternity leave). This position was to end 2/28/05; my supervisor found out that the person extended her maternity leave and we reached an agreement that I would stay to the beginning of April. In April, when I requested my furlough letter, the managing director would not give me one. I reduced my hours to temp. part-time so I could go back to subbing in schools. I did sign a job description and a letter of employment but this was done under the understanding that this was a temp. assignment. Now I am finding out that the employer considered me permanent FT and not temporary although I have had a temp badge since the beginning and still do. I would like to know if this is legal when a verbal contract was given and the auspice of the position being temporary?
I was hired for a temporary assignment; verbally told by the supervisor whom I interviewed with plus have e-mails stating temp. status and was given a specific end date (replacing someone on maternity leave). This position was to end 2/28/05; my supervisor found out that the person extended her maternity leave and we reached an agreement that I would stay to the beginning of April. In April, when I requested my furlough letter, the managing director would not give me one. I reduced my hours to temp. part-time so I could go back to subbing in schools. I did sign a job description and a letter of employment but this was done under the understanding that this was a temp. assignment. Now I am finding out that the employer considered me permanent FT and not temporary although I have had a temp badge since the beginning and still do. I would like to know if this is legal when a verbal contract was given and the auspice of the position being temporary?
