Re: Way OT Query...

On Jul 7, 9:30 pm, "Carl" <cengm...@xxxxxxxxxxx> wrote:
"Bill" <feline_ran...@xxxxxxxxx> wrote in message

news:1183851183.633622.76880@xxxxxxxxxxxxxxxxxxxxxxxxxxxxxxx

I also think unions should be waging a very loud PR and legal campaign
to reign in the use of temp services. Temp agencies have a purpose,
but it's an extremely limited one. Most commonly, temps are supposed
to be used as short term replacements for someone out sick or for
short term bolstering of an existing workforce.
A company has no business having a constantly rotating temp
workforce *instead of* a group of full time workers.

Why not? A business offers and a worker accepts employment under
whatever terms are mutually acceptable.

A business decides what they're willing to and can afford to pay for a
workforce.

It's a calculated decision by a company; risk having to train a new employee
periodically and lose the productivity for a while whenever the "temp"
decides
to move on to something better, or pay them more and make them a permanent
employee (and also risk the extra expenses of having to terminate someone
if their actual workforce needs fluctuate).

I suppose the alternative is to use more offshores.

It's a calculated decision designed for the sole purpose of saving
money at the expense of good workers. First off, temps rarely get the
opportunity to move on or accept permanent offers. The typical merry-
go-round goes like as follows: 1) Get first temp job as bridge between
permanent positions, 2) Spend 90 days, the typical probationary
period, 3) come home one night to a message on your answering machine
that says your assignment is completed and you don't have a job any
more. 4) Begin job hunting again only to discover that permanent
positions aren't interested becaues you took a temp job, which means
you are not reliable over the long run, 6) go back to 1). When I lived
in the Seattle area, I was stuck in this cycle for two years.

Despite all the claims, I have never once seen the "temp-to-perm"
offer come to fruition. Not for myself and not for anyone else even
when the workload was there to support a fulltime workforce. At
Nintendo, there was enough work to keep all the assembly lines working
through two shifts. But they chose to *lose* time retraining new temps
every 90 days instead of keeping an already trained full time staff.

Finally, there are few extra expenses to terminating an employee. As
it is, most states are "at will" states, which means that the employer
doesn't even need a good reason to fire you. Employers also do not
need to create a paper trail justifying the decision either. The most
that is involved is a few extra forms canceling whatever benefits the
employee had.

Basically, people who work through temp agencies are little more than
a variation on migrant workers. The only way I got out of that cycle
was my moving 3000 miles east and starting over.

Bill



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