T
Technocrat
Guest
What is the name of your state?
I am from California and work for a local water agency. We are not state funded.
During the past 2 years we have been using temporary labor to fill a badly needed position. Unfortunately the powers that be claim every year, for the past 3, that they are going to create a real position. But for one reason or another they have not. So we have been filling the void with temps. The position is technical support, with many specialized areas taken care of. Training of a new person usually takes 1 to 2 months. This temp position is at least 30 hours a week, but we generally had them work 40.
For one reason or another, the temps did not work out and were let go, long before the 1000 hour mark. This usually meant a lot of training on my part and lost time. We finally found a wonderful temp last year. But as was getting close to the 1000 he found a better job and left. This was a loss for us because this person was great at there job and would have been the perfect person to keep on board. Which were told at the time might be a possibility because again the promise of a real position was made.
So we went to our Human Resources department and discussed with them how we could keep a person on board for longer, in hopes they would last till a real position was create and a new person, hopefully the temp, was hired. It would also cut down on the amount of time it took to retrain someone, plus there would be some comfort in have the same person around for a long period. The revolving door of temps was starting to become a problem with some of the employees.
The director of HR told us that if we got someone from a temp agency and everything was done through them (payroll, benefits, reviews, etc.) then the 1000 hour rule did not apply. I don’t know how correct this is, which is one of my questions. We got clarification on this a number of times as we started the process of finding someone. Every time we were told the same thing, its fine. So in Feb. we did. But today he came and told us that our current temp is getting close to 1000 hours and we will need to let him go. Again we have found some one we really like and want to keep. Despite our constant assertion that he told us differently, he claims to have never said that. So it doesn’t look good. We really want to keep this person till at least the end of the year.
So I guess I have two questions to go with my novel.
First, is what the department head said true? If you hire a temp through an agency in California and they take care of everything does the 1000 hour rule not apply?
Second, is there ANYTHING we can do to keep this person after 1000 hours? He wants to stay and we want to keep him. Can we get him on contract? Can we hire him as a temp through us? Anything?
Thank you for your time.
I am from California and work for a local water agency. We are not state funded.
During the past 2 years we have been using temporary labor to fill a badly needed position. Unfortunately the powers that be claim every year, for the past 3, that they are going to create a real position. But for one reason or another they have not. So we have been filling the void with temps. The position is technical support, with many specialized areas taken care of. Training of a new person usually takes 1 to 2 months. This temp position is at least 30 hours a week, but we generally had them work 40.
For one reason or another, the temps did not work out and were let go, long before the 1000 hour mark. This usually meant a lot of training on my part and lost time. We finally found a wonderful temp last year. But as was getting close to the 1000 he found a better job and left. This was a loss for us because this person was great at there job and would have been the perfect person to keep on board. Which were told at the time might be a possibility because again the promise of a real position was made.
So we went to our Human Resources department and discussed with them how we could keep a person on board for longer, in hopes they would last till a real position was create and a new person, hopefully the temp, was hired. It would also cut down on the amount of time it took to retrain someone, plus there would be some comfort in have the same person around for a long period. The revolving door of temps was starting to become a problem with some of the employees.
The director of HR told us that if we got someone from a temp agency and everything was done through them (payroll, benefits, reviews, etc.) then the 1000 hour rule did not apply. I don’t know how correct this is, which is one of my questions. We got clarification on this a number of times as we started the process of finding someone. Every time we were told the same thing, its fine. So in Feb. we did. But today he came and told us that our current temp is getting close to 1000 hours and we will need to let him go. Again we have found some one we really like and want to keep. Despite our constant assertion that he told us differently, he claims to have never said that. So it doesn’t look good. We really want to keep this person till at least the end of the year.
So I guess I have two questions to go with my novel.
First, is what the department head said true? If you hire a temp through an agency in California and they take care of everything does the 1000 hour rule not apply?
Second, is there ANYTHING we can do to keep this person after 1000 hours? He wants to stay and we want to keep him. Can we get him on contract? Can we hire him as a temp through us? Anything?
Thank you for your time.